Manager, Human Resources

Mohegan•Montreal, QC

38d•Onsite

About The Position

The HR Manager serves as a strategic partner to the business, delivering expert advisory and leadership support in workforce and talent planning, HR program development, and the execution of HR initiatives. This role works closely with HR Centers of Excellence (CoEs) to align people strategies with business goals, ensuring a high-performing and engaged workforce.

Requirements

Post-secondary education, preferably a Bachelor’s degree in Human Resources or a related field
5-7 years of HR Business Partner experience
Expert knowledge of federal employment-related laws and regulations
Working knowledge of the talent management lifecycle
Ability to apply HR knowledge / experience across all HR policies, programs, processes, and functions
Ability to understand HR compliance requirements
Strong internal consulting skills, with working ability to influence change
Strong business-specific knowledge and organizational behavior / design / effectiveness skills
Ability to facilitate relationships and partner with business leaders
Strong business acumen and project management skills
Demonstrated ability to train, coach, evaluate, and help improve others’ performance and contributions
Excellent interpersonal and communication skills, written and verbal.

Nice To Haves

CHRP or equivillant designation in HR a preferred qualification

Responsibilities

Provide consultation related to workforce and resource planning, performance management, change management delivery, and employee & employee relations within a targeted client group.
Compile workforce analytics to develop people insights, sharing with HR Directors and the Vice President, HR.
Conduct thorough investigations based on policy/Code of Conduct infractions and provide recommendations/outcomes to leadership.
Provide input for quarterly and annual business planning, and outlines resourcing and “people” implications/considerations.
Support leaders through talent reviews while developing meaningful plans for career advancement and succession planning.
Support the people leader within the client group with performance and merit cycles.
Supports people leaders within the client group to develop effective management and leadership behaviours, giving people leaders the tools to succeed as managers and leaders.
Provide input to CoEs to define and implement forward-thinking workforce strategies and solutions to meet business environment needs.
Support regional implementation of CoE-driven processes, policies and initiatives.
Strong collaboration with Talent Acquisition COE to ensure critical roles are outlined and sourced accordingly.
Gather requirements to help with the development of HR programs, processes, and policies for a specific business unit based on business needs.
Support the business on the workings of the company’s Human Capital Management System [HCMS].
Support change execution, supporting client group in understanding and embracing changes.
Refer employees to the appropriate COE service channel to resolve inquiries / transaction requests and provides self-service coaching, as appropriate.