Employee Relations and Training Manager

JOB PURPOSE : Reporting to the VP, Human Resources, the Employee Relations, and Training Manager engages with client groups and develops and implements policies, programs and processes that that will facilitate a positive employee experience and high-performance culture. This role is an ambassador of the Conestoga WAY and plays and important role in cultivating talent and a culture that reflects our values.

KEY JOB FUNCTIONS / ROLES / RESPONSIBILITIES :

• As part of the HR leadership team, this role is responsible for HR operations including employee relations, performance management, legislative compliance, training and development, employee engagement and change management.
• Actively seeks feedback to continuously improve programs and processes
• Responsible for Employee Relations and Training business plans and budget
• Responsible for the development and implementation of programs, policies, and practices to address the needs of salaried staff in conjunction with the Talent and Organizational Development Manager
• Provides ongoing HR support to salaried staff departments
• Provides leadership and coaching to direct reports by holding regular one to ones and providing ongoing support to enhance their performance and development
• Implements employee relations and training and development strategies based on business needs and priorities
• Accomplishes results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting solutions; evaluating milestone accomplishments; evaluating optional courses of action and changing assumptions and direction as required
• Guides manager and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and emphasizing organization values
• Complies with federal, provincial and local legal requirements, advising management on needed actions
• Updates job knowledge by seeking opportunities for personal development including but not limited to conferences, webinars, books and professional associations.
• Interacts with all external organizations impacting employee relations.
• Demonstrates and promotes the Conestoga WAY
• Develops and reviews personal development plan ensuring that it includes goals that support the key initiatives of the organization as well as personal development goals
• Ensures personal development plan is implemented

QUALIFICATIONS :

• Post-secondary Human Resources education - University degree preferred
• CHRL preferred
• Minimum 7 years' experience in Human Resources
• Minimum 3 years' managerial experience in Human Resources

KEY COMPETENCIES

• Accountability and Initiative
• Regularly reviews each employee's accountabilities and expectations with them to ensure that they are clearly understood
• Guarantees the on-time delivery of products and services with absolute quality and safety for their team
• Service Excellence
• Appropriately consults with other departments prior to making decisions that impact the customer experience
• Actively looks for opportunities to enhance the customer experience
• Communicating with Clarity
• Proactively meets with the senior leadership team to confirm which messages are to be shared with employees
• When communicating messages to employees, ensures that they are clearly delivered in a clear and consistent manner
• Adopts genuine and caring communication style when having difficult conversations with others
• Leading Change
• Creates improvement plans to move their department forward and align with company goals
• Actively seeks ideas or suggestions from employees on how to make things better (i.e., through people, products, or processes)

WORKING CONDITIONS

• Works an occasional weekend and early/late hours to support different shifts and requirements
• Cold environment at times
• Noise levels may exceed 85 DbA (hearing protection is provided) at times
• Working in congested and high forklift traffic areas at times KEY PERFORMANCE INDICATORS
• Implementation of annual business plan
• Adherence to Annual Training Plan with materials updated for all courses
• Internal Job postings: Open roles at Level 3+ vs. total number of roles
• Discipline Compliance: HR meets timelines for issuance of disciplines
• Drive action planning: 100% of all action plans items completed prior to next engagement survey