POSITION SUMMARY:
Reporting to the Vice President Human Resources, the incumbent will support the execution of Human Resource plans and objectives for selected business areas, nine (9) North American production locations producing multiple product lines, and field operations. In addition to working closely with Operations leadership, the Manager Human Resources is accountable to lead a team of Human Resources Business Partners in the delivery of client services across the division, as well as numerous internal and Mattr-Wide initiatives/projects (as determined annually), such as creating robust onboarding plans, automation, systems launch, benefits changes, collective bargaining, facilitating organic and inorganic growth, and opening new facilities. Accountabilities will include developing and implementing Human Resources programs and initiatives as well as developing strategies and tactics to address specific Human Resources issues. The incumbent will also indirectly oversee the learning & development/technical training teams for their respective businesses.

DUTIES:
Client Support:

• Provide quality advice and interpretation to organizational leadership and HR Services team related to jurisdictional legislation, organizational policy, and Human Resources best practices.
• Provide subject matter expertise on the administration of the Collective Bargaining Agreement including administering the grievance and arbitration procedure, disciplinary action, and past practices.
• Work with VP Human Resource to develop and implement a labor relations strategy that supports the long-term business and operations strategy.
• Coordinate key HR activities in alignment with organizational business cycles, including but not limited to strategic and annual HR plan, business objective setting, performance management, compensation planning, as well as core HR administrative services.
• Lead the development and implementation of Human Resources policies and procedures, ensuring that solutions are cost effective, practical and appropriate to the needs of the business.
• Advise, consult, and/or coach clients in employee relations matters including performance management, workplace investigations or disciplinary actions. Point of escalation for the resolution of complex workplace disputes.
• Lead and support change management initiatives across the division.
• Provide consultative guidance to divisional leadership with regard to workforce planning and succession management.
• Provide guidance and support with regard to position management and classification as well as compensation decisions in alignment with Company guidelines.
• Develop tactics and strategies to address specific Human Resources issues within client business units (e.g.: recruitment, retention, labor trends, etc.).
• Provide coaching, skill development, and training to Human Resources team members.
• Monitor, analyzing, and interpreting business unit Human Resources metrics.
• Lead

Leadership Accountabilities:

• Providing guidance and leadership to direct reports and indirect reports across the HR team
• Ensuring clarity around priorities and goals for the entire functional area
• Approving requests for investment to a certain level of authority
• Monitoring of work and providing corrective actions where necessary
• Working across functions with peers in other groups to ensure collaboration for shared goals
• Working with Sr. Mgmt and other peers for strategy development and execution planning
• Communicating financial and goal results and key performance indicators to direct reports

Projects in Support of the Business

• Delegate project tasks based on junior staff members’ individual strengths, skill sets and experience levels
• Track project performance, specifically to analyze the successful completion of short- and long-term goals
• Lead special projects and initiatives as required
• Lead organic/inorganic growth projects as required
• Lead divestitures/location shutdowns as required

Talent Development

• Coordinate with Onboarding Coordinators, technical trainers, HSE and Human Resources for new hourly employee orientation and onboarding, as well as, assessing and recording prior learning and certifications for new employees
• Conduct best practices research, meet potential vendors and make recommendations on policies, processes, forms, programs and systems related to technical training
• Manage department-level administration of talent and learning management systems for employee development in technical, non-technical, and leadership development scheduling and history reporting
• Lead the succession planning process and collaborate to support the mobility of talent to meet organizational goals.
• Audit the quality and execution of the department's approved objectives to ensure targeted development goals are met.

We thank all applicants for their interest; however, we cannot accept telephone calls regarding this position. All recruiting activities are managed via our applicant tracking system. Please apply online to be considered for this opportunity.

Mattr welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process. To begin a conversation about your individual accessibility needs throughout our recruitment process, please contact our HR team at accessibility@mattr.com.