The People & Culture Manager serves as a strategic and operational partner supporting employees globally. Reporting to the VP, People & Culture, this role leads the development, administration, and execution of programs aimed at aligning employees with the organization's global strategic objectives.

Operating from the Corporate Head Office, the People & Culture Manager provides direct leadership, strategic governance, and oversight over the HR and Payroll departments. This includes supervising direct reports responsible for payroll/benefits administration and day-to-day HR operations. This role oversees key areas including environmental health and safety (EHS), legal and regulatory compliance, human resources policies, labour/employee relations, organizational design, compensation, and learning and development.

Strategic HRBP & Organizational Development: ​ · Develop, lead, and manage recommendations to executive leadership for the continuous improvement of global HR strategies, programs, and processes. · Support leaders in making organizational design and restructuring decisions, providing a holistic view of the organization, reporting structures, and how work is executed. · Coach and counsel all levels of management on the people impact of business initiatives, ensuring leadership has the necessary data and insights to support decision-making. · Lead initiatives to enhance employee engagement and performance, including the administration of annual engagement surveys, exit interviews, and the execution of retention and change management strategies. · Partner with department managers to establish and execute training plans and strategically link Learning and Development programs to performance reviews and business planning processes. · Ensure HR practices and policies in satellite locations, divisions, and subsidiaries are aligned to facilitate a consistent, high-quality employee experience across North America.

Governance, Payroll, & HR Operations Oversight:

· Provide strategic governance, audit control, and operational oversight for all global payroll, benefits, and HR operations. · Oversee and audit the execution of end-to-end payroll processing, benefit plan administration, and day-to-day HR support, ensuring operational accuracy and regulatory compliance. · Guide the HR team in executing generalist duties, employee onboarding, and policy administration across the manufacturing and corporate environments. · Manage, analyze, and generate high-level HR and payroll reports (including turnover, headcount, absenteeism, overtime, and labor cost metrics) using Ceridian Dayforce to drive data-based operational planning. · Manage relationships with external vendors, benefits consultants, third-party administrators, and employment attorneys. · Participate as a core member of the crisis management team for business continuity issues.

Global Talent Acquisition, Compensation & Operations:

· Serve as the global owner of talent acquisition, designing and driving end-to-end recruitment strategies through direct hiring initiatives, and managing partnerships with recruitment agencies, temporary labour vendors, and independent consultants. · Direct and participate in the administration of all compensation plans; establish job specifications and salary ranges; analyze, evaluate, and make recommendations on proposed job reclassifications. · Oversee the global onboarding process to ensure new hires are successfully integrated and compliant with all mandatory training (including WHMIS and Lockout/Tagout).

Labour & Employee Relations:

· Lead labour relations functions in a unionized work environment, including collective agreement administration, grievance handling, and participating directly in collective bargaining negotiations. · Establish, maintain, and develop positive working relationships with union leaders, internal staff, and external stakeholders. · Coach, advise, and consult with managers on employee concerns, progressive discipline, PIP construction, terminations, and conflict resolution. · Act as a neutral witness during progressive discipline meetings, ensuring discussions are handled fairly, documented thoroughly, and comply with collective agreements. · Conduct and document comprehensive internal investigations regarding employee/labour relations issues, harassment, compliance complaints, and EHS concerns.

Environmental, Health, Safety (EHS) & Leave Management:

· Plan, implement, and audit workplace safety and environmental policies to ensure strict compliance with federal, provincial, and state regulations (including OHSA, MOE, and NPRI). · Partner directly with site leadership to ensure the continued enforcement, monitoring, and execution of EHS initiatives, compliance plans, and safety procedures across all locations. · Design and manage site environmental programs targeting waste reduction, resource conservation, and hazard identification to eliminate risks at the source. · Direct accident and incident investigations, establish root causes, and implement preventive training programs. · Oversee workers' compensation claims (WSIB and US equivalents) and the design of transitional return-to-work (RTW) and accommodation programs. · Support the broader health and safety function, serving as backup to the H&S department as needed.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Leadership Responsibilities

Directly lead, mentor, and govern a team of two (2) direct reports managing payroll/benefits and HR/operations functions. Carry out supervisory responsibilities in accordance with organization policies and applicable laws. Responsibilities include strategic work delegation, workload planning, and auditing departmental outputs; training and professional development; appraising performance; rewarding and disciplining team members; addressing department-level complaints and resolving operational bottlenecks

Requirements · Advanced College Diploma or Bachelor’s degree in Business Administration, Human Resources, Labour Relations, or a related field is required. · CHRP, CHRL, or other equivalent professional HR designation is highly desirable. · Minimum 3 of progressive HR experience in a large multinational organization at a leadership level. · Minimum of 6 years of experience in an HRBP capacity supporting organizational design, change management, talent management, and employee relations. · Experience working within a unionized manufacturing and/or distribution environment. · Comprehensive knowledge of current HR theory, trends, and employment legislation, including the Canada Labour Code, Ontario Employment Standards Act (ESA), Human Rights Code, Workplace Safety and Insurance Board Act (WSIBA), Occupational Health and Safety Act (OHSA), and relevant US employment regulations.