GM-HR

GENERAL MANAGER - HUMAN RESOURCES

Senior HR Leadership | Multi-Site Operations | Industrial Relations | HR Transformation

Position Purpose
The General Manager - Human Resources will act as the operational number two of the HR function, reporting directly to the
Vice President - Human Resources.
The position is intended for a senior, hands-on HR professional capable of translating HR strategy into disciplined execution
across a large and complex multi-site organisation.
A key responsibility will be the daily coordination and supervision of HR representatives based across the different
operational sites, ensuring consistency, responsiveness, compliance and alignment with corporate HR standards.
The incumbent must have sufficient seniority and credibility to independently manage major HR matters, support business
leaders, challenge existing practices when necessary, and effectively manage the HR function in the absence of the VP HR.
Key Responsibilities
1. Multi-Site HR Operations & Administration
 Supervise and coordinate HR representatives across all operational sites and provide daily guidance and oversight.
 Ensure consistent application of HR policies, procedures and standards across the organisation.
 Strengthen HR administration, employee records, contracts, movements, leave, attendance and disciplinary processes.
 Standardise HR documentation, dashboards, reporting mechanisms and KPIs, with timely escalation and resolution of site
issues.
2. Employee & Industrial Relations
 Support the VP HR in maintaining a stable and constructive employee relations environment.
 Manage day-to-day relations with employees, unions and employee representatives.
 Anticipate social and industrial relations risks and support preparation for Collective Bargaining Agreement negotiations
and implementation.
 Ensure proper and consistent management of grievances, disciplinary cases and employee disputes.
3. Compensation, Benefits & Workforce Cost Management
 Support reviews of compensation structures, salary positioning, allowances and benefits.
 Conduct and analyse market benchmarks for critical positions and employee populations.
 Support retention strategies for critical skills while maintaining remuneration discipline and internal equity.
 Analyse workforce costs and identify optimisation opportunities.
4. Talent Acquisition & Workforce Planning
 Improve recruitment processes, sourcing strategies and recruitment turnaround time.
 Coordinate recruitment for key and critical positions and work with operational leaders to identify workforce requirements.
 Develop talent pipelines and succession plans for critical roles and support effective use of external recruitment firms.
5. Talent Management, Performance & Development
 Strengthen performance management and ensure consistent implementation across all sites.
 Support identification of high-potential employees and critical talent, succession planning and development plans.
 Identify competency gaps and promote stronger accountability for employee performance.
6. Organisation & HR Transformation
 Support implementation of the HR strategy and annual HR action plan.
 Drive standardisation and professionalisation of HR practices across all sites.
 Review organisational structures, job descriptions and reporting lines where required.

Confidential - Recruitment Use Only

 Support organisational changes, restructuring and workforce optimisation initiatives and monitor HR transformation
projects.
7. Business Partnership
 Build strong relationships with Operations and other business functions and translate business priorities into practical HR
actions.
 Provide sound advice to managers and constructively challenge decisions where HR, legal, organisational or employee-
relations risks are identified.
 Ensure HR initiatives contribute measurably to productivity, workforce stability and business performance.
8. Governance, Compliance & Risk Management
 Ensure compliance with labour legislation, collective agreements, internal policies and HR standards.
 Identify HR-related legal, social and organisational risks and recommend mitigation measures.
 Strengthen governance around recruitment, remuneration, promotions, disciplinary actions and employee movements.
Candidate Profile
Education
 University degree in Human Resources, Management, Business Administration, Law or a related discipline.
 Postgraduate qualification in Human Resources, Management or Business Administration would be an advantage.
Experience
 Minimum 12-15 years of progressive HR experience, including at least 5 years in a senior HR leadership or management
position.
 Strong experience in a large, complex and multi-site organisation, with proven ability to supervise decentralised HR teams.
 Strong experience in employee and industrial relations, including collective bargaining and interaction with unions or
employee representatives.
 Good exposure to compensation and benefits, recruitment, performance management and organisational development.
 Experience in an industrial, manufacturing, agribusiness, mining, oil & gas, construction or other labour-intensive
environment would be highly desirable.
Required Competencies
 Strong leadership, managerial maturity, autonomy and sound decision-making ability.
 Strong industrial and employee relations capability.
 Ability to manage and coordinate geographically dispersed HR teams.
 Strong analytical, problem-solving, communication, influencing and stakeholder-management skills.
 Ability to combine strategic understanding with hands-on execution.
 High level of integrity, confidentiality and professional credibility.
 Strong execution discipline, HR metrics awareness, workforce analytics and cost management orientation.
 Commercial and business-oriented mindset, with the ability to challenge constructively and defend recommendations.
Languages
 Fluent French is essential.
 Strong professional command of English is required.
Desired Leadership Profile
 Operational and delivery-oriented, comfortable taking ownership and making decisions.
 Capable of managing the HR function independently in the absence of the VP HR.
 Able to maintain effective oversight of HR activities across multiple sites and provide strong direction to site HR
representatives.
 Credible with both employees and senior management, proactive in identifying and mitigating HR and social risks.

Confidential - Recruitment Use Only
 Able to build discipline, accountability and consistency across the HR organisation.
Reporting Line
Reports directly to: Vice President - Human Resources
The General Manager - Human Resources will work closely with senior management, operational leadership, site management
teams and HR representatives across the organisation.
Key Success Indicators
 Improved HR service delivery, process discipline and consistency across all sites.
 Stronger coordination and performance of site HR representatives.
 Reduction in recruitment turnaround time and improved retention of critical skills.
 Better management of absenteeism, employee relations and disciplinary matters.
 Strengthened HR reporting, workforce analytics and compensation consistency.
 Effective support to industrial relations and CBA-related matters.
 Development of succession plans for critical positions.
 Measurable contribution of HR initiatives to workforce productivity and business performance.