Human Resources Manager

Human Resources Manager

Position Summary

The Human Resources Manager leads the HR function, partnering with facility leadership on workforce planning, labour and employee relations, talent acquisition, succession planning, compliance, benefits, reporting, communications, and supervision of HR staff. The role ensures HR programs, policies, and collective agreement provisions are applied consistently while supporting staffing, retention, and operational priorities.

Key Responsibilities

Workforce Planning, HR Strategy, and Talent Management

• Lead workforce planning to align staffing, skills, and labour resources with operational and long-term business needs.
• Partner with leadership to implement HR strategies supporting growth, retention, productivity, and workforce stability.
• Analyze workforce trends, staffing gaps, absenteeism, turnover, and labour market challenges; recommend proactive solutions.
• Oversee recruitment planning, sourcing, selection, workforce pipelines, and onboarding coordination.
• Support succession planning for critical roles, internal talent development, and leadership continuity.
• Monitor attrition and turnover trends and recommend retention strategies.

Labour Relations and Collective Agreement Administration

• Lead labour relations with the local UFCW union and act as a management representative on collective agreement matters.
• Administer and interpret collective agreement provisions consistently across the facility.
• Manage grievances, including review, investigation, response, resolution, and required meetings or proceedings.
• Coach supervisors and managers on unionized workplace matters, contract interpretation, and employee relations practices.

Employee Relations, Discipline, and Workplace Support

• Advise supervisors and management on employee relations, attendance, performance, workplace concerns, investigations, and conflict resolution.
• Ensure employee matters are handled fairly, consistently, confidentially, and in compliance with company policies and legal requirements.
• Administer progressive discipline, documentation, follow-up, and termination procedures when required.

Legal, Regulatory, and Government Compliance

• Ensure compliance with employment standards, labour laws, human rights, accommodation, leave, and other HR regulatory requirements.
• Stay current on legislative and case law changes affecting HR practices, policies, and collective agreement administration.
• Administer unemployment claims and represent the company in related hearings, complaints, audits, or agency inquiries.

HR Policies, Procedures, and Continuous Improvement

• Develop, communicate, administer, and update HR policies and procedures supporting business needs and compliance.
• Review HR practices and recommend improvements to increase efficiency, consistency, employee service, and HR effectiveness.
• Support HR programs that strengthen engagement, accountability, compliance, and operational alignment.

HR Records, Reporting, and HRIS Management

• Maintain accurate employee records, personnel files, HR documentation, and HRIS data.
• Prepare HR reports, metrics, and KPIs to support operational decision-making and compliance.
• Use HR data to monitor workforce activity, attrition, turnover, retention risks, and process improvement opportunities.

Leadership, Supervision, and HR Operations

• Supervise HR staff, including work direction, performance support, and service delivery.
• Coordinate HR operations to provide timely support to employees, supervisors, and management.
• Promote responsive HR service and support management decisions with sound advice, policy interpretation, and documentation.

Internal Communications and Employee Information

• Manage HR-related internal communications, including workplace updates, policy changes, notices, and announcements.
• Oversee communication channels such as bulletin boards, newsletters, and employee-facing notices.
• Ensure communications are timely, accurate, professional, and accessible.

Other Duties

• Perform other related duties as assigned to support the effective operation of the Human Resources department and the organization.

Qualifications

• Post-secondary education in Human Resources, Business Administration, Industrial/Labour Relations, or a related field; bachelor’s degree or equivalent experience preferred.
• Minimum five years of progressive HR experience, including management or supervisory responsibility.
• Experience in a unionized environment, including collective agreement administration, grievances, labour relations, and employee relations.
• Strong knowledge of employment standards, labour legislation, human rights, accommodation, and HR compliance requirements.
• Experience with workforce planning, recruitment strategy, succession planning, retention, attrition, and turnover analysis.
• Strong knowledge of Canadian Immigration and pathways.
• Experience administering HR policies, benefits, employee records, HR reporting, and HRIS systems.
• Ability to coach managers on employee relations, discipline, performance, attendance, and investigations.
• Strong leadership, communication, conflict resolution, analytical, organizational, and decision-making skills.
• Ability to maintain confidentiality, exercise sound judgment, manage priorities, and build effective relationships with employees, management, union representatives, and external stakeholders.
• CPHR, CHRP, or equivalent designation is considered an asset.

We thank all applicants for their interest in exploring employment opportunities with Atlantic Beef Products Inc. however only those selected for an interview will be contacted. Applicants may be required to complete background, reference, and drug tests, and must meet the job qualifications designated for the position.

Atlantic Beef Products Inc. is an equal opportunity employer and values diversity at all levels of the organization. We are committed to providing a workplace free from discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity or expression, national or ethnic origin, age, disability, family status, marital status, or any other characteristic protected by applicable law.