People Leader Hamiliton

The Opportunity:

The People Leader, Hamilton serves as the strategic HR partner to the Site Operations Leader and salaried team. This role leads the execution of enterprise HR programs, supports business strategy through workforce planning, salaried succession, performance management, organizational effectiveness, change management, engagement, and HR compliance while enabling operational excellence.

Working in a unionized manufacturing environment, the People Leader provides strategic and operational leadership across the site, builds leadership capability, strengthens the team member experience, and enables sustainable business performance through an aligned and effective people strategy.

Reason for vacancy:
Existing Headcount

Compensation: $96,000 - $141,000 CAD base pay annually plus annual short-term incentive

The above compensation reflects the target compensation for the position at the time of posting. The base salary offered may vary based on a variety of factors including skills, experience, education, training, job-related knowledge, and other organizational requirements. For part-time roles, salaries are adjusted according to scheduled hours.

In addition to base salary, this role is eligible to participate in Maple Leaf’s annual short-term incentive plan.

• Strategic HR Partnership:
  Partner with the Site Operations Leader to develop and execute people strategies that align with operational priorities and the Enterprise People strategy.
• Site HR Strategy & Execution:
  Provide leadership and support to business leaders to ensure the effective execution and delivery of enterprise HR programs, policies, and initiatives across the site.
• Talent & Succession Management:
  Lead talent review and succession planning to build a strong leadership pipeline through identification, development, and capability building.
• Performance Management:
  Coach people leaders to drive effective salaried performance management, including goal setting, development, and succession readiness.
• Employee Engagement & Culture:
  Lead employee engagement initiatives with leaders to strengthen culture, improve retention, and enhance the team member experience.
• Labour Relations Oversight:
  Own the site's labour relations strategy, serve as the escalation point for grievances, and act as site bargaining lead, while the LR & ER Supervisor leads day-to-day execution.
• Influence key stakeholders to ensure alignment, support and delivery of all people initiatives and programs.
• Deliver HR advisory services, direction and support to leaders, management and staff in areas such as employee development, performance management, human rights, employment law, policy interpretation and conflict resolution.
• Provide advice and guidance on complex labour relations matters, including grievance and dispute resolution, interpretation and application of the collective bargaining agreement, and disciplinary matters.
• Lead bargaining preparation, including pre-bargaining risk assessment and proposal development, and serve as a key member of the bargaining team.
• Provide coaching and leadership to the site Human Resources team, including the LR & ER Supervisor.
• Facilitate organizational development and change management initiatives that strengthen culture, capability, and operational effectiveness.
• Develop and drive the annual HR plan for the facility, aligned with site priorities and enterprise HR initiatives.
• Ensure key HR performance indicators, including attendance, turnover, retention, engagement, succession strength, and workforce plan accuracy, are tracked, monitored, and used to inform action.
• Drive continuous improvement across Human Resources practices, processes, and service delivery.

• Proven and recurring success leading a broad HR portfolio at a comparable level of scope, complexity, and accountability within a unionized manufacturing or site-operations environment.
• Demonstrated strength as a strategic HR business partner, with the capability to translate operational priorities and enterprise people strategy into clear, executable site plans.
• Advanced capability in talent and succession planning, leadership coaching, performance management, workforce planning, HR analytics, organizational effectiveness, and change leadership.
• A proven track record of proactively managing labour-management relationships, resolving complex issues, leading grievance escalation, and contributing to or leading collective bargaining.
• Successful and consistent…