This Sr. Human Resources Manager role is part of a team of Canada/US based HR professionals responsible for cultivating a high performing, proactive and strategic HR function in support to the company’s Biopharma Division. The key responsibilities include but not limited to providing comprehensive HR support and leadership for our Grifols Canada manufacturing plant and manage HR staff responsible for the HR administration processes (payroll, onboarding, HR Data) for our Canada entities.
The role is responsible for which includes, but are not limited to, executive partnership, change management, talent management, benefits administration and payroll, compliance, performance management, and employee relations. Strategic thinking, change leadership, impactful business partnership, and predictive analytics are all critical outcomes sought.
This HR leader needs to be an engaged business partner with the Canada executive team in optimizing business performance and initiating impactful HR actions that align with business strategy. Becoming a trusted advisor will require establishing oneself as a contributor who gets things done, assesses the people needs of the business, develops practical solutions to business challenges, measures effectiveness of core programs and regularly shapes business impact with senior management.
The model candidate will have expertise in scaling talent in a high growth high performance environment, and in effectively integrating the people into Grifols values and culture, talent and organizational design, rewards, performance and learning processes. This HR leader needs to be a hands-on leader who is a good listener and shares the executive team’s vision, passion and energy for creating and executing a robust human capital strategy.
In addition, position is accountable for the administration of all aspects of the Company’s multi provincial; multi entity onboarding, data and payroll processes. This role will also be accountable to comply with federal and provincial regulations, meet critical deadlines, design process, internal controls and policy strategies for these entities, as well as identify and implement continuous improvement and potential automation opportunities. This role will be a primary liaison with Center of Excellence Benefits, Compensation, Finance, IT, along with external vendors to ensure process goals and requirements are communicated timely and met. This role will lead the department culture to reflect excellent customer service, work quality, responsiveness, and teamwork for these administrative functions supporting our Canada entities.
Skills/Qualifications/Education Requirements: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, education, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions)
- Bachelor’s degree in related field required, Master's in Human Resources or Business preferred
- Minimum of 10 years of comprehensive HR experience that includes at least 5 years as a strategic HR Business Partner with demonstrated leadership experience. Life Sciences and/or manufacturing plant start up preferred
- Demonstrated application of strong HR knowledge and experience in federal and provincial labor standards, talent management, training, compensation, change management and partnership with HR Centers of Expertise
- Experience with payroll processing required. Previous experience with SAP and ADP preferred.
- Demonstrated experience in project and HR process management.
- Excellent communication, influence and listening skills; Bilingual French and English required
- Experience working with employees to rollout processes or policies, complete investigations and resolve issues, etc.
- Track record of implementing high performance teams/culture; driving and delivering results
- Expertise in team facilitation, workforce planning, talent development, organizational development, high performance management, and employee engagement, succession planning, talent pipelines
- Strong Business and financial acumen, knowledge and understanding of one’s business including: the strategic plan, values, competitive advantage, financial & performance measures, core operating disciplines, external business influences
