HUMAN RESOURCES MANAGER

Transcription

1 HUMAN RESOURCES MANAGER Are you ambitious, fast-paced and ready for a challenge? If you are a seasoned HR leader seeking an organization that appreciates your contributions and encourages initiative and creativity, Phoenix Industrial is a perfect fit. Our collaborative culture allows you to make a difference and be a key part of our management team. Our Organization From planning to progressive turnover, Phoenix Industrial specializes in project delivery using cutting edge workface planning techniques and technology to provide cost effective general contractor services in fabrication, module assembly, construction and maintenance to the oil sands, conventional oil and gas facilities and thermal power projects. Supported by our core values of visibility, value and accountability, we are proudly ISO certified and dedicated to the continual improvement of our safety, quality and project delivery systems to provide the best possible project environment for our workforce, our clients and the communities in which we operate. The Position Human Resources Manager Based in Nisku, we are seeking a Human Resources Manager. This senior position reports to the VP, Operations and is responsible for the day-to-day management of the Human Resources Department. This position ensures that the department operates in accordance with company policies and procedures in support of the Company s mission, vision and business goals. The HR Manager is responsible for drafting policies and developing and implementing procedures regarding employee and labour relations, performance management, employee benefits, diversity, classification and compensation, recruitment and selection and other HR initiatives. Position Responsibilities Management Communication & Collaboration Ensure open communication and effective collaboration between the management team Maintain a balanced, objective and independent relationship with all managers Liaises with managers to accelerate team and culture development Engage management to identify current gap and future human resource tools and required skill sets Identify and enhance growth and performance road mapping Identify and determine how to measure/evaluate for success and provide results to recognize opportunities to recalibrate if/when needed

2 Employee Relations Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee morale and motivation Coaches and trains managers in their communication, feedback, recognition and interaction with the employees who report to them; ensures managers know how to successfully, ethically, honestly and legally communicate with employees Conducts investigations when employee complaints or concerns are brought forth Monitors and advises managers and supervisors in the progressive discipline system Oversees attendance management and monitors employee metrics Reviews, guides and approves management recommendations for employment terminations Supervision & Leadership Provides day-to-day direction and support to seven (7) employees Identifies areas of development and creates plans for staff development Creates work goals/objectives and provides performance feedback, coaching and opportunities to grow and meet annual department goals and targets Conducts annual performance appraisals Recommends annual compensation adjustments for direct reports Provides leadership and guidance for simple and complex issues Human Resources Policies & Procedures Researches, develops, implements and interprets human resources policies and procedures Develops internal departmental procedures to ensure consistency within department Conducts ad hoc audits to ensure compliance with internal policies and procedures Develops training and tools for communicating human resources policies and procedures Recruitment & Selection Development and consistent evaluation of the company s strategic recruitment program to include continued relationship building with community resources and temporary agencies, utilization of the temporary foreign worker program Social media engagement and monitoring of best practices Oversees the high-volume and fast-paced process of recruitment and selection to ensure fair and equitable offers of employment Approves internal and external advertising campaigns and ensures effective and efficient target advertising Oversees metrics/reporting and makes recommendations for compliance Conducts analysis of turnover statistics, exit interviews and creating staffing strategies Creates and recommends employee retention opportunities Ensures employment contract is accurate, binding and accurate

3 Performance Management Leads the implementation of the performance management system Defines performance standards consistent with the organization's mission, culture, environment, strategy and structure Provides advice and guidance to executive and management to manage employee performance and conduct Provides advice and guidance to employees to better manage performance and deal with personnel issues that have impacted their work performance Ensures the company wide performance management process is completed; reviews leadership documentation and counsels where problems exist; ensures performance document is filed in personnel files Training & Development Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training and the measurement of training impact Coordinates all human resources training programs and assigns the authority/responsibility within those programs Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks and standardized reports Assists managers with the selection and contracting of external training programs and consultants Assists with the development of and monitors the spending of the corporate training budget Maintains employee training records Compensation & Benefits Establishes the company-wide wage/salary structure and pay policies and oversees the variable pay systems within the company including bonuses and raises Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff Monitors all pay practices and systems for consistency, fair application, effectiveness and cost containment Leads participation in at least one salary/wage survey per year; monitors best practices in compensation through research and up-to-date information on available products Obtains cost-effective employee benefits; monitors benefits environment for options and cost savings Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention Oversees the administration and maintenance of all employee group benefits Leads the development of benefit orientations and training Manages the STD and LTD claims and appeal process Oversees processes for adherence to collective bargaining agreements and legislative requirements

4 Labour Relations Overseeing the grievance process; hears and responds to grievances Leading, coordinating, attending and participating in joint Labour Union/Management meetings Assisting in the preparation for mandate development and collective bargaining Member of the management bargaining team for collective bargaining Interpreting collective agreements and company policies Mediating disputes between union/management Providing guidance to leadership with regards to employee s inappropriate behaviour; oversees the investigation process; ensures the consistent application of discipline; and ensures documentation and correspondence is effective and compliant Drafting letters of agreement, understanding, last chance agreements and memorandum of settlement Organizational Development Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, oneon-one meetings and Intranet use Manages a process of organizational planning that evaluates company structure, job design and personnel forecasting throughout the company; evaluates plans and changes to plans and makes recommendations to executive management Identifies and monitors the organization's culture so that it supports the attainment of company goals and promotes employee satisfaction Participates in a process of organization development to plan, communicate and integrate the results of strategic planning throughout the organization Develops and oversees company-wide committees (e.g., wellness, training, culture, communications, community involvement, etc.) Informs the executive team of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level Various Projects Human Resources Information System (HRIS) o Manages the development and maintenance of the human resources sections of both the company website, particularly recruiting, culture, and company information; and the employee Intranet, wikis, newsletters, and so forth o Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization Provide HR and management advice and support to the Bidding Team and RFP process, as required Other projects as required

5 Position Qualifications Bachelor's degree or equivalent in Human Resources or related discipline CPHR designation is required (or working towards) Minimum of seven (7) years of progressive human resources experience with at least three (3) years being at a management level in a mid-size industrial working environment Demonstrated experience working within a trade environment (pipefitters, welders, scaffolders) In depth knowledge of labour relations, employment law, relevant legislation, acts and codes Project management knowledge and/or experience would be a definite asset Experience with human resource information systems is required Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes Intermediate to advanced knowledge of MS Office If you are able to tie HR strategy into project operations, love operating in a high-volume, fast-paced environment and have a passion for a new and rewarding HR career, please submit your resume in confidence to barb@junaconsulting.com. Wonscore will be utilized as a part of Phoenix s recruitment process. Phoenix Industrial is an equal opportunity employer and we thank all applicants for submitting their resume. However, only those candidates considered for employment will be contacted.