The HR Manager will serve as the strategic HR leader for our manufacturing plant, responsible for developing and implementing comprehensive human resources programs that support business objectives while maintaining positive labor relations in a unionized environment. This role requires expertise in employee relations, collective bargaining, compliance, and manufacturing-specific HR practices. Employee Relations & Union Management Advise on and support collective bargaining activities, including union grievance investigations and resolution, and manage union relationships Interpret and administer the Collective Agreement, manage the grievance process through all steps, and support preparation for arbitration proceedings before the Ontario Labour Relations Board (OLRB) or appointed arbitrators Participate in or support collective bargaining as required, including preparation of management proposals, costing of union proposals, and maintaining thorough records throughout the bargaining process Monitor employee relations compliance through participation in audits and regulatory reporting processes Draft, update, and communicate employee relations policies and procedures to maintain organizational compliance Ensure adherence to employment laws, regulations, and internal policies to minimize legal and compliance risks Maintain accurate and confidential employee records within HR information systems Ontario Employment Law and Legal Compliance Proactively identify, address, and mitigate employment-related legal risks across all areas of the operation. Employment Standards Act, 2000 (ESA) – hours of work, overtime, public holidays, leaves of absence, termination and severance obligations Pay Equity Act – maintenance of pay equity plans (mandatory for this facility size)



Freedom of Information and Protection of Privacy Act (FIPPA) / PIPEDA – employee privacy and records management Canada Revenue Agency (CRA) – requirements related to employment and payroll Strategic HR Leadership Analyze HR metrics and workforce data to identify trends, risks, and opportunities that inform strategic decision-making Advise and coach managers on leadership, team performance, and people management best practices Conduct regular meetings with business leaders to provide HR guidance and feedback on organizational and people-related matters Drive positive organizational and cultural change with a thorough understanding of the current and future business and people needs Support the people engagement activities within the facility, working in partnership with other team members to support and recognize the workforce Talent Management & Development Support corporate performance management processes that align employee goals with organizational strategy Support and lead organizational change initiatives ensuring smooth transitions and employee engagement, utilizing change management processes to ensure buy-in and stakeholder alignment Lead and support initiatives to enhance diversity, equity,



and inclusion within the manufacturing environment Payroll and Benefits Administration Partner with the payroll function to ensure accurate and timely processing of payroll for approximately 150 employees (hourly and salaried) in compliance with the ESA and CRA requirements. Manage HR inputs related to new hires, terminations, leaves of absence, job changes, and union dues remittance. Ensure payroll practices align with Collective Agreement provisions including shift premiums, overtime banking, and statutory holiday pay calculations. Support year-end processes including T4 and T4A preparation. Administer group benefits programs for the full site population including extended health, dental, life insurance, STD, and LTD Manage all Ontario statutory leaves in accordance with the ESA, including: Pregnancy and Parental Leave Family Medical Leave Domestic or Sexual Violence Leave Personal Emergency Leave Administer RRSP or pension plan programs and serve as the primary employee point of contact for all benefits-related inquiries Escalate benefits policy questions or exceptions to the Regional HR Business Partner or corporate total rewards team as appropriate Lead workforce planning and talent acquisition to ensure the right talent is available for current and future manufacturing needs Manage recruitment for hourly and salaried roles, balancing Collective Agreement obligations (job posting requirements, seniority provisions) with operational hiring needs. Maintain proactive recruitment pipelines to minimize production impact from turnover or absenteeism. Build relationships with local colleges, trade schools, and employment agencies. Deliver structured onboarding for all current employees, aligned with corporate onboarding standards set by the Regional HR Business Partner. Manage employee engagement surveys and action plans to enhance workplace satisfaction and productivity Ensur

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