Position Summary

The Senior Human Resources Manager is a strategic business partner responsible for leading the Human Resources function and fostering a high-performance, employee-focused culture that aligns with the organization's mission, vision, and values. This role provides leadership across all aspects of human resources, including talent management, employee relations, compensation and benefits, policy development, compliance, performance management, and organizational development. Working closely with the executive leadership team, the Senior Human Resources Manager will develop and execute HR strategies that support business objectives, drive employee engagement, ensure regulatory compliance, and promote continuous Improvement across the organization. This position also plays a key role in modernizing HR processes through the implementation and optimization of HR technology.

Key Responsibilities

Human Resources Leadership

Lead and manage all Human Resources functions, ensuring alignment with the company's strategic objectives and operational goals. Serve as a trusted advisor to senior leadership on workforce planning, organizational design, employee engagement, and people strategy. Develop and execute HR initiatives that support business growth, operational excellence, and organizational effectiveness. Manage and mentor the HR team, fostering a collaborative, high-performing, and service-oriented department. Establish HR metrics and reporting to support data-driven decision-making.

Employee Relations & Workplace Culture

Champion the company's culture, values, and employee experience throughout the organization. Foster a respectful, inclusive, and psychologically safe workplace that promotes diversity, equity, and inclusion. Build strong relationships with managers and employees to proactively address workplace concerns and resolve employee relations matters. Lead workplace investigations, conflict resolution, disciplinary processes, and performance improvement initiatives in accordance with employment legislation and company policies. Support employee engagement initiatives, recognition programs, and retention strategies.

Compensation & Benefits

Design, implement, and administer competitive compensation and benefits programs that support talent attraction and retention. Conduct market research and salary benchmarking to ensure compensation remains competitive within the manufacturing sector. Manage annual salary reviews, bonus programs, and benefits administration. Partner with external benefits providers and consultants to ensure programs remain cost-effective and aligned with employee needs.

HR Policies, Compliance & Risk Management

Develop, review, and implement HR policies, procedures, and best practices that support organizational objectives and comply with applicable legislation. Ensure compliance with all provincial and federal employment legislation, occupational health and safety regulations, human rights legislation, and privacy requirements. Maintain accurate HR documentation and records while ensuring confidentiality and data integrity. Identify HR-related risks and implement proactive strategies to minimize organizational risk.

Talent Acquisition & Workforce Development

Oversee recruitment and selection processes to attract high-quality talent. Develop onboarding programs that facilitate employee success and integration. Support succession planning, leadership development, performance management, and employee training initiatives. Collaborate with department leaders to identify workforce planning needs and develop long-term talent strategies.

HR Systems & Process Improvement

Lead the implementation and ongoing optimization of a next-generation Human Resources Information System (HRIS). Identify opportunities to improve HR processes through automation, technology, and continuous improvement initiatives. Ensure data accuracy, reporting capabilities, and system functionality meet organizational needs. Provide training and support to managers and employees regarding HR systems and processes.

Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related discipline. Chartered Professional in Human Resources (CPHR) designation, CHRL designation, or an equivalent professional HR credential. Minimum of five (5) years of progressive Human Resources leadership experience in a Human Resources Manager or Senior HR leadership role within a manufacturing environment. Demonstrated expertise across all core Human Resources disciplines, including employee relations, recruitment, compensation, performance management, employment legislation, organizational development, and policy development. Experience in the mining industry. Experience implementing and managing Human Resources Information Systems (HRIS) and technology- driven HR initiatives. Strong knowledge of Canadian employment standards, human rights legislation, occupational health and safety regulations, and HR best practices. Experience supporting organizational change, growth, and transformation initiatives is considered an asset.

Knowledge, Skills & Competencies

Proven leadership skills with the ability to influence, coach, and develop leaders at all levels of the organization. Strong business acumen and the ability to align HR strategy with operational objectives. Excellent interpersonal, communication, and relationship-building skills. Highly effective conflict resolution, negotiation, and problem-solving abilities. Strong organizational and project management skills with the ability to manage multiple priorities simultaneously. Demonstrated ability to exercise sound judgment, discretion, and confidentiality. Results-oriented with the ability to thrive in complex, fast-paced, and evolving environments. High level of professionalism, integrity, and accountability. Proficiency with Microsoft Office Suite and HRIS platforms.

Benefits Base Salary - $100K - $130K+ depending on experience Vacation Days RPP (Registered Pension Plan) Bonus