People & Culture Manager

A SLICE OF THE ROLE At Chudleigh's, our People & Culture team plays a critical role in building an engaged, high-performing workforce that supports our continued growth.

The People & Culture Manager is the operational HR leader responsible for executing the company's people strategy while providing hands-on leadership across all areas of Human Resources. This role partners closely with Operations, Food Safety & Quality, Maintenance, Finance and Corporate leaders to drive employee engagement, leadership effectiveness, organizational capability, compliance, and operational excellence.

This is an ideal opportunity for an experienced HR leader who thrives in a fast-paced manufacturing environment, enjoys solving complex people challenges, and is passionate about building strong leaders and high-performing teams.

CORE COMPETENCIES Leadership & Coaching Business Partnership Employee Relations Drive for Results Continuous Improvement

ROLE COMPETENCIES Priority Setting Problem Solving Interpersonal Awareness Conflict Management

CORE JOB RESPONSIBILITIES HR Leadership Lead the day-to-day operations of the People & Culture department. Develop, coach and mentor the P&C team. Build strong partnerships with leaders across the organization. Provide strategic HR guidance that supports business objectives. Promote a culture of accountability, inclusion and continuous improvement.

Talent Acquisition & Workforce Planning Lead salaried recruitment while overseeing hourly recruitment initiatives. Partner with Operations to develop proactive workforce plans. Build external talent pipelines. Improve quality of hire and reduce time-to-fill. Enhance employer branding and recruitment marketing. Oversee onboarding to ensure an exceptional employee experience.

Employee Relations Serve as the primary advisor for complex employee relations matters, including:

Workplace investigations Performance management Progressive discipline Attendance management Conflict resolution Accommodations Disability management Return-to-work planning Human Rights matters Employment Standards compliance Terminations Policy interpretation

Coach leaders to confidently manage employee issues while minimizing organizational risk.

Leadership Development & Organizational Effectiveness Coach managers on effective leadership practices. Support succession planning and talent reviews. Develop leadership capability throughout the organization. Facilitate learning and development initiatives. Promote employee engagement and retention strategies. Lead organizational change initiatives.

Performance Management Administer the annual performance review process. Support managers in goal setting and development planning. Drive accountability through regular coaching conversations. Identify high-potential employees and development opportunities.

Compensation & Total Rewards Participate in annual compensation planning. Conduct market salary benchmarking. Support job evaluations. Ensure internal pay equity. Administer benefit programs. Assist with organizational design initiatives.

HR Compliance Ensure compliance with all applicable legislation including:

Employment Standards Act Human Rights Code Occupational Health & Safety Act WSIB AODA Privacy legislation

Maintain HR policies and procedures while ensuring legislative compliance.

HR Systems & Analytics Maintain HRIS accuracy (Dayforce preferred). Develop HR dashboards and KPI reporting. Analyze turnover, absenteeism, recruitment and engagement trends. Present people metrics to senior leadership. Leverage data to support business decisions.

Continuous Improvement Identify opportunities to improve HR processes. Simplify and standardize workflows. Participate in continuous improvement initiatives. Support Lean principles throughout the organization.

Additional Responsibilities Employee engagement surveys Exit interviews HR audits Employee communications Talent assessments (Predictive Index considered an asset) Policy development Special projects as assigned

Supervisory Responsibilities Direct leadership of the People & Culture team including: Recruitment Performance management Coaching Development Scheduling Employee engagement Other duties as assigned.

MUST HAVE INGREDIENTS Education & Experience Bachelor's Degree in Human Resources, Business or related discipline. 7+ years progressive Human Resources experience. Minimum 3 years leading an HR team. Manufacturing experience strongly preferred. Experience supporting multi-shift operations. Experience supporting a workforce of 300+ employees. Strong employee relations and investigation experience. Experience partnering with Operations leadership. Experience leading organizational change initiatives.

Skills HRIS experience (Dayforce preferred) Microsoft Office Suite Advanced Excel HR analytics and reporting Recruitment systems

EXTRA FLAVOUR Experience in Food, CPG, Foodservice, or Manufacturing

YOUR RECIPE FOR SUCCESS The following traits are fundamental to an employee’s success at Chudleigh’s. These traits are non-negotiable because they are essential to create an environment where individuals will be successful in moving our Chudleigh’s Team forward.

Core Chudleigh’s Traits: Genuine – Show up authentically, take accountability Resourceful – Think ahead, anticipate needs, and solve problems creatively Enable Connections – Foster teamwork, communication, and community

LIFE AT THE BAKERY – WORKING CONDITIONS Physical Demands This role is primarily performed in an office environment and requires regular use of a computer and other standard office equipment. The employee will frequently sit, stand, walk, use hands and fingers to operate equipment, and communicate clearly. Regular lifting of objects up to 25lbs and occasional lifting of objects up to 50lbs may be required. Vision requirements include close vision, color vision, and the ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Work Environment The work environment is typically quiet to moderate in noise level with minimal exposure to physical risk. The employee may occasionally be required to enter the production floor, where proper Personal Protective Equipment (PPE) must be worn at all times.

May require travel by automobile, train or air.