Design Director shaping gameplay vision and leading the design team for 7 Days to Die. Collaborating with creative leadership and managing the design quality, systems, and player experience.
LP
Human Resources Business Partner
Posted via LinkedIn Recruiter (not a company profile)
Posted last month
About the role
- Human Resources Business Partner supporting unionized manufacturing operations. Responsible for employee relations, onboarding, engagement programs, HR metrics, and partnering with leadership on strategic HR initiatives.
Responsibilities
- Serve as the primary HR partner to manufacturing operations, managers, and supervisors in a unionized environment. Provide guidance on the interpretation and application of the Collective Bargaining Agreement (CBA) and HR policies. Support employee relations matters including attendance management, investigations, discipline, terminations, and Step 1 grievance meetings. Partner with the Senior HR Business Partner (SHRBP) on complex or escalated matters. Coach leaders on performance management, foundational leadership capability, engagement practices, and change leadership. Support positive labour relations through consistent, fair, and legally compliant practices. Partner with the VP, People to embed and advance the organization’s Employee Value Proposition across the employee lifecycle. Lead site-level Employee Experience initiatives aligned to operational priorities. Own and manage the Employee Recognition & Voice of the Employee (VOE) programs, including communication, execution, reporting, and continuous improvement. Monitor participation and effectiveness using employee feedback and HR metrics. Lead and continuously enhance end-to-end onboarding programs. Integrate safety, operational readiness, culture, leadership expectations, and EVP messaging into onboarding. Partner with Talent Acquisition, Payroll, Health & Safety, and operational leaders to ensure seamless onboarding from offer through probation. Maintain accurate employee lifecycle documentation including onboarding, employee changes, and separations. Own and manage HR metrics including headcount, turnover, absenteeism, leaves of absence, and service awards. Analyze HR data to identify trends, risks, and opportunities related to engagement, retention, and workforce stability. Prepare regular insights and reports for leadership to support data-informed decision-making. Develop and enhance dashboards and reporting tools as required. Maintain integrity and consistency of HR data across systems.
Requirements
- Minimum 5 years of progressive HR experience. Experience supporting manufacturing or operational environments (unionized experience an asset). Demonstrated experience managing employee recognition and onboarding programs. Experience leading engagement and employee experience initiatives. Working knowledge of Ontario employment and labour legislation (ESA, OHSA, OHRC, OLRA). Degree or diploma in Human Resources, Business, or related field (or equivalent experience). CHRP designation preferred.
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