Human Resources Manager

Business Unit: Bray Controls Canada Ltd.

Reporting to: VP - Global Human Resources Director

Status: Permanent full-time

Work schedule: Monday to Friday, 8 am to 5 pm (40 hours/week)

Date: 2024

About Bray:

Bray Controls Canada Ltd. is a leading global manufacturer of industrial valves, actuators, and related control products used by process industries in a wide variety of applications. This diverse market presence provides stability even under the toughest economic circumstances.

Bray prides itself on delivering products of the highest quality and value, with an ever-expanding product line that aims to satisfy our customers’ needs. Since its founding in 1986, Bray has achieved tremendous success and growth. The company’s truly entrepreneurial vision has driven an expansion to divisions in over 13 countries and a distribution network that surpasses 300 locations, with over 3,300 employees worldwide. Our corporate headquarters and U.S. operations are located in Houston, TX. To learn more, please visit www.bray.com.

Position Overview:

The Human Resources Manager - Canada will manage HR, payroll, benefits, and labor law compliance for over 100 employees across Canada. Reporting to the VP of Global HR, this role will focus on employee relations, labor compliance, recruitment, and HR initiatives to support company growth and success.

Key Responsibilities:

Recruitment and Onboarding

• Manage full-cycle recruitment, including job descriptions, sourcing, interviewing, and collaborating with agencies.
• Prepare new hire packages and facilitate employee orientation programs.
• Coordinate onboarding and training with hiring managers.

Employee Relations and HR Compliance

• Act as a key resource for employees, fostering positive employee relations and advising managers on team-building strategies.
• Address disciplinary matters in collaboration with upper management.
• Conduct internal investigations into discrimination or complaints.
• Manage employment terminations and ensure proper documentation.

HR & Payroll Operations

• Develop, update, and communicate employee policies and documentation.
• Administer payroll and ensure compliance in collaboration with the Controller.
• Manage remittances for WSIB, EHT, and other provincial labor laws.
• Prepare required reports for government agencies and business intelligence partners.

Benefits Administration

• Oversee group insurance plans, RRSPs, and claims management.
• Enroll new employees and manage benefit terminations.

Health & Safety

• Implement and manage health and safety programs, ensuring workplace safety compliance.
• Address and report workplace incidents.

Union Relations

• Participate in collective bargaining negotiations and act as a mediator between union and management.

Employee Engagement

• Lead employee recognition initiatives, service awards, and yearly reviews.
• Coordinate company events and wellness programs, such as vaccination clinics.

Other Duties

• Translate documents as needed.
• Communicate announcements and updates to employees.

Qualifications and Competencies

• Bachelor’s degree in Human Resources Management or a related field (CRHA/CHRP designation is preferred).
• 10 years of HR experience, including 5 years in a management role.
• In-depth knowledge of Canadian employment legislation, WSIB, CNESST, and claims management.
• Experience with ADP WFN
• Fluently bilingual (English and French), with excellent written and verbal communication skills is a must.
• Experience in manufacturing and union environments are preferred.
• Exhibits strong professionalism, discretion, critical thinking, and judgment in sensitive situations.
• Demonstrates an organized, detail-oriented, and self-motivated approach, paired with a positive and confident attitude.
• Effectively operates independently while collaborating with managers to identify optimal solutions.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)