Human Resources Manager – 14-month Assignment

KIK Consumer Products•Concord, ON

7h•Hybrid

About The Position

KIK is seeking an experienced, hands-on Human Resources Manager for a 14-month assignment to provide HR leadership and support to employees and leaders across the United States and Canada. Serving as a trusted HR partner, you will step into a broad and highly visible role supporting business and workforce priorities across employee relations, talent and performance management, leadership development, workforce planning, compensation, employee engagement, labour relations, payroll administration, compliance, and HR programs. You will serve as the primary HR partner for our Procurement, Legal, IT, and Finance functions, while also supporting smaller employee populations across Customer Service, Operations, and a unionized warehouse environment. You will work closely with leaders to understand their priorities, provide practical HR solutions, coach through complex people matters, and help ensure continuity and effective execution of key HR programs throughout the assignment. This role is based in our Concord office, with Wednesdays and Fridays designated as remote workdays, and reports to the VP of Human Resources. This is an excellent opportunity for an experienced HR professional who can quickly build credibility, work independently, navigate a diverse client group, and balance strategic partnership with hands-on execution.

Requirements

5+ years of progressive Human Resources experience, ideally in an HR Manager, HR Business Partner, or Senior HR Generalist capacity supporting multiple functions or client groups.
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; in lieu of a degree, 8+ years of progressive HR experience with a recognized HR certification.
HR certification such as CHRP/CHRL, CPHR, PHR, or SHRM-CP is considered an asset.
Experience supporting employees and leaders across both the United States and Canada strongly preferred.
Working knowledge of U.S. federal and state employment laws and Canadian federal and provincial employment and labour requirements.
Demonstrated experience managing employee relations matters, workplace investigations, performance management, corrective action, leave administration, and organizational change.
Labour relations experience, including collective agreement administration, grievances, and working with union representatives, preferred.
Experience with talent management, succession planning, leadership development, employee engagement, compensation, and workforce planning.
Demonstrated ability to coach and influence leaders, navigate complex people issues, and build trusted relationships across multiple levels and functions.
Strong judgment, critical thinking, problem-solving, communication, and interpersonal skills.
Ability to quickly learn the business, establish credibility, and work independently with minimal supervision.
Strong organizational skills with the ability to manage competing priorities and effectively support multiple business functions across the U.S. and Canada.
High degree of professionalism, discretion, and sound judgment when handling confidential and sensitive employee matters.
Strong analytical skills with the ability to interpret workforce data and translate insights into practical recommendations.
Proficiency with HR information systems and Microsoft Office applications.

Nice To Haves

HR certification such as CHRP/CHRL, CPHR, PHR, or SHRM-CP is considered an asset.
Experience supporting employees and leaders across both the United States and Canada strongly preferred.
Labour relations experience, including collective agreement administration, grievances, and working with union representatives, preferred.

Responsibilities

Serve as a trusted HR partner to leaders across assigned U.S. and Canadian client groups, developing a strong understanding of business priorities, workforce needs, and organizational challenges.
Coach and advise leaders on employee relations, performance management, workforce planning, compensation, leadership effectiveness, employee engagement, and other people-related matters.
Build leadership capability through coaching, development planning, and practical guidance that strengthens people-management effectiveness.
Support organizational changes and the implementation of HR programs and initiatives, ensuring effective communication, change management, and adoption.
Lead talent and performance processes for assigned client groups, including performance management, talent reviews, succession planning, development planning, and identification of leadership and employee development needs.
Coach leaders through performance, behavioral, and attendance concerns, including performance improvement plans and corrective action.
Partner with leaders and Talent Acquisition on workforce planning, recruitment, and selection to address current and future talent needs.
Support onboarding and integration of new employees to promote a positive employee experience and successful transition into the organization.
Support annual compensation, recognition, and rewards processes for assigned client groups.
Manage employee relations matters from intake through resolution, including workplace investigations, performance and conduct concerns, disciplinary actions, documentation, recommendations, and follow-up.
Advise leaders on employee relations decisions to promote fair and consistent application of company policies and compliance with applicable employment requirements.
Manage day-to-day labour relations for a small unionized employee population in Canada, including collective agreement administration, grievances, and union and employee inquiries.
Build and maintain constructive working relationships with union representatives, employees, and leaders.
Provide HR guidance consistent with applicable U.S. federal and state employment laws and Canadian federal and provincial employment and labour requirements.
Manage leave of absence, workplace accommodation, disability management, and return-to-work processes in accordance with applicable requirements.
Interpret and communicate HR policies and practices and provide guidance to leaders and employees to support consistent application.
Maintain appropriate employee records and HR documentation in accordance with company, legal, recordkeeping, and privacy requirements.
Prepare, review, and submit biweekly payroll reports and employee changes for assigned client groups, ensuring information is accurate, complete, and submitted on time.
Partner with Payroll to resolve employee questions, discrepancies, and required corrections.
Maintain accurate employee information in HR systems and support workforce reporting, including headcount, turnover, attendance, and other key people metrics.
Use workforce data and analytics to identify trends, provide insights, and recommend actions that support business and people priorities.
Lead employee engagement, recognition, and retention initiatives that strengthen workplace culture and the employee experience.
Lead or participate in cross-functional HR and business projects based on organizational priorities and evolving business needs.
Partner across the HR team to ensure consistent execution of HR programs and a positive employee experience across assigned client groups.