HR Manager

Purpose:

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.

Essential Functions:

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
• Conduct workplace investigations in a thorough, impartial, and timely manner consistent with OHSA and Ontario Human Rights Code obligations
• 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. Ensure ongoing compliance with:

• Employment Standards Act, 2000 (ESA) – hours of work, overtime, public holidays, leaves of absence, termination and severance obligations
• Ontario Human Rights Code – accommodation, discrimination, and harassment prevention
• Occupational Health and Safety Act (OHSA) – workplace safety obligations, harassment and violence in the workplace (Bill 168), and employer duties
• Pay Equity Act – maintenance of pay equity plans (mandatory for this facility size)
• Workplace Safety and Insurance Act (WSIA) – WSIB compliance and obligations
• Labour Relations Act, 1995 – collective bargaining, unfair labour practice obligations, and union relations
• 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

• Develop and maintain strong stakeholder relationships across all levels of the manufacturing operation
• 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
• Act as the cultural ambassador for the location through continuous demonstration of positive leadership and act as the role model of the Company’s ethics and values

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
  • Critical Illness Leave
  • Bereavement 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
• Coordinate WSIB benefits and any Collective Agreement top-up provisions
• Escalate benefits policy questions or exceptions to the Regional HR Business Partner or corporate total rewards team as appropriate

Workforce Planning & Operations

• 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 new 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
• Ensure accurate and timely HR reporting and documentation to support compliance and informed decision-making
• Coach business leaders to and their teams on the development of their teams for current and future business needs
• Adherence to NSG/Pilkington Standards of Business Conduct and its Values and Principles
• Other duties as assigned by manager

Top 3 Competencies Needed for Success in the Role:

• Engages and Inspires Others: Fosters a culture that makes people feel valued and respected, as well as works collaboratively and builds trust to develop enduring working relationships with others
• Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
• Passion for Excellence: Steps forward to address difficult situations and performance issues in a timely and respectful manner, as well as shows resilience by consistently displaying a positive outlook and responding resourcefully when faced with new challenges and demands

Qualifications Required:

• Bachelor’s Degree or higher, or equivalent work experience, in Business, Human Resources, Labor Relations, or other related discipline.
• 5+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment
• Demonstrated experience in unionized environment, including grievance administration and union bargaining

• Strong working knowledge of Ontario employment legislation including the ESA, Ontario Human Rights Code, OHSA, Pay Equity Act, WSIA, and Labour Relations Act
• Previous experience in supporting a customer base as an HR professional, with demonstrated experience in coaching people leaders of various levels
• Ability to handle complex problems and competing priorities, with the ability to prioritize and escalate situations appropriately
• Previous experience in conducting employee investigations utilizing critical thinking and problem solving skills
• Able to build positive working relationships with the workforce, supporting employees at all levels
• Must be able to work independently and make decisions confidently, utilizing data and other key reference materials to guide decision-making
• Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Experience using HR systems (ideally Kronos and UltiPro).

Qualifications Desired:

• Master’s Degree
• CHRP /CHRL designation
• Prior HR leadership experience is a plus
• Experience with union collective bargaining is helpful

Other Requirements:

This role will be within standard business hours with flexibility required for shift coverage, investigations, training and emergency situations. Candidates must be able to climb stairs, crouch, kneel, and be able to walk in various working environments. The role will require the use of various personal protective equipment items including but not limited to safety glasses, hi-vis clothing, steel-toed shoes, etc. You will be occasionally exposed to a plant environment including noise, dust, dirt and vibrations, and extreme climate changes.

Occasional travel may be required for this role for training, conferences or sister plant support.

Salary Range: $88,636.00 - $110,795.00 CAD

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We offer an excellent compensation and benefits package, which includes, medical, dental, vision, life insurance, company paid holidays, paid vacations, and education assistance.

The Salary Range posted represents Pilkington North America’s good faith and reasonable estimate of the possible compensation at the time of the posting. Individual pay will vary based on demonstrated job related skills, knowledge, experience, education, etc.

NSG Group/Pilkington is an equal opportunity employer; M/F/D/V encouraged to apply. Qualified candidates will receive consideration without regard to age, race, color, religion, gender, sexual orientation, disability, or national origin. Applicants have the option to confidentially self-identify or not self-identify when applying.