Sr Mgr, HR

Emergent Biosolutions•Winnipeg, MB

About The Position

Reporting to the Director, Human Resources, the Sr. Manager, Human Resources is a member of the site HR team and serves as a site-level HR leader and partner for leaders and employees regarding human resources-related needs and supporting execution of site people strategies aligned with business priorities. The Sr. Manager partners with site leaders to support day-to-day HR decisions, processes, and people-related matters, while engaging the appropriate HR Centers of Excellence and HR Operations teams as needed. The role supports and helps coordinate site HR activities including recruitment and onboarding, compensation and benefits support, employee relations, performance management, compliance, organizational effectiveness, and training and development. The role is also responsible for providing direction, delegating work, coaching, and helping remove obstacles for the site HR team to accomplish operational tasks and key goals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Organization Development, Communications or related field.
A minimum of 8 to 10 years of broad-based HR experience, including prior experience providing guidance or leadership to HR staff or teams, preferably in an HR Partner or HR Operations role.
Must be able to operate in a matrix environment.
Experience working with site, manufacturing, operations, or frontline leaders and supporting employees across multiple levels of the organization is preferred.
Must be able to operate in a fast-paced, team-based and matrixed environment.
Advanced abilities in Microsoft Office.
Strong interpersonal skills, as well as written and oral communication skills.
Demonstrated ability to coach leaders, support employee engagement, and execute HR programs in a dynamic site environment.
Demonstrated capability to exercise sound judgment.
Ability to respond effectively to the most sensitive inquiries or complaints.
Ability to execute in fast-paced environment.
Demonstrated capability to interface and maintain effective relationships with multiple departments and employees in a team-oriented environment.
Ability to negotiate conflict and maintain constructive working relationships with people at all levels of an organization.
Knowledge of federal and provincial employment regulations.

Nice To Haves

CPHR designation is preferred.

Responsibilities

Partner with business departments to address human resource matters that enhance business results and support site-level people priorities/ strategies to support key initiatives.
Serve as a liaison to connect business departments and HR functional areas by communicating HR initiatives/programs and nuanced business needs.
Partner within the HR Operations team and with HR Centers of Excellence on tactical delivery and HR projects as required.
Support site leaders and HR leadership in executing talent acquisition, development, performance, and engagement programs aligned to site needs and enterprise HR processes.
Manage the site recruitment and selection process.
Ensure effective execution of the employee on-boarding process.
Consult with site leaders to help them sponsor and utilize leadership development resources with their teams.
Guide the site through completion of annual performance management processes.
Guide leaders through annual succession and talent review processes.
Assess future talent needs and implement proactive strategies to reach those needs.
Support the site-level employee engagement strategy; analyze engagement data and help implement action plans to enhance morale, retention, and culture.
Help cultivate a positive employee relations environment in partnership with the Employee Relations team, HR leadership, and site leaders.
Partner with the Employee Relations team on employee relations matters within the site; support issue investigations, develop recommendations, and engage cross-functional partners in Legal and Compliance as needed.
Handle complex employee relations issues tactfully, balancing business risks and escalating high-risk or non-routine matters to HR leadership as appropriate.
Advise management regarding all sensitive employee matters, including performance, discipline and exits, ensuring compliance and fairness.
Provide support to leaders regarding effective organizational and governance structures and changes in partnership with the Director, Human Resources and site leadership.
Identify and work with site leadership team members to help them increase effectiveness in balancing functional, cross-functional, and enterprise-wide interests.
Ensure management is proactively educated on HR procedures and policies, interviewing skills, performance management, and leadership development resources.
Prepare and maintain salary adjustment recommendations to ensure they are in-line with Company salary structure and philosophy.
Assess and address pay-for-performance & salary equity issues.
Guide leaders through annual merit pay processes.
Participate in compensation projects in support of nuanced site needs and/or company-wide programs.
Ensure proper education and understanding of our key compensation philosophies and systems at the appropriate levels for leaders and individual contributors.
Support the administration and implementation of Canadian benefits plans and appropriately manage employee questions or concerns in partnership with Total Rewards and HR leadership.
Provide advice, assistance, and follow-up on complex company policies, procedures, and documentation.
Coordinate the resolution of specific policy-related and procedural problems and inquiries.
Ensure line management is educated on HR procedures and policies.
Recommend operating policy and procedural improvements.
Participate in audits as needed to help ensure effective application of HR policies and programs.
Work in collaboration with HR Operations and Centre of Excellence teams to provide a seamless customer experience for the business and consistent site-level HR support.
Participate in special projects.
Data analytics and ability to translate employee data to support decision-making.
Maintain current human resources knowledge to ensure company compliance with federal, provincial and local laws related to employment.
Ensure all HR documentation/administration is fully compliant as per requirements.