Certification / Audit jobs in Valleyview

Reporting to the Regional General Manager, the Human Resources Business Partner (HRBP) acts as a strategic and operational partner to leaders and employees, providing HR expertise and guidance across the employee lifecycle.

The HRBP works closely with managers to understand business priorities, anticipate workforce needs, strengthen organizational performance, and foster a positive and productive work environment. This role provides coaching and support on employee relations, performance management, talent development, organizational changes, recruitment, and the implementation of HR programs and initiatives.

About Smith-Induspac Ottawa

Smith-Induspac Ottawa is part of Groupe Induspac, a leading provider of custom industrial packaging solutions in Eastern Canada. For more than 50 years, Groupe Induspac has proudly served a diverse range of customers requiring high-quality, tailor-made packaging solutions designed to meet their specific needs.

With more than 300 employees and four manufacturing facilities located in Candiac, Longueuil, Ottawa, and Toronto, Groupe Induspac combines expertise, innovation, and manufacturing capabilities to deliver reliable packaging solutions across various industries.

Serving the National Capital Region of Canada, Smith-Induspac Ottawa supports customers in sectors such as electronics, medical, pharmaceutical, and various small and medium-sized businesses. Our team specializes in developing customized packaging solutions, including corrugated boxes, protective foam, wood packaging, and integrated solutions combining multiple materials.

At Smith-Induspac Ottawa, we pride ourselves on our ability to understand our customers’ challenges and collaborate with them to develop the best available packaging solutions. The strength, reliability, and performance of every packaging structure remain our top priorities.

Role and Responsibilities

As a Human Resources Business Partner, you will act as a trusted advisor to managers and employees while ensuring HR practices support the organization’s operational and business objectives.

Business Partnership & Leadership Support

·        Partner with managers and leaders to understand business priorities, workforce challenges, and organizational needs, and provide practical HR solutions;

·        Coach and advise managers on employee management, performance, attendance, workplace conduct, employee development, and other HR-related matters;

·        Provide guidance on the interpretation and application of HR policies, procedures, and employment legislation;

·        Proactively identify HR risks and opportunities and recommend appropriate actions;

·        Support managers in making effective and consistent people-related decisions;

·        Develop strong relationships with leaders and employees and maintain a visible HR presence within the workplace;

·        Act as a trusted and objective advisor while balancing employee needs with business requirements.

 

Employee Relations & Performance Management

·        Lead and support employee relations matters, including workplace conflicts, investigations, disciplinary measures, performance issues, attendance management, accommodations, and terminations;

·        Coach managers through performance management processes and ensure appropriate documentation and follow-up;

·        Support managers in addressing attendance, productivity, behavioural, and performance concerns;

·        Provide guidance on workplace investigations and recommend appropriate courses of action;

·        Identify recurring employee relations issues and recommend preventive or systemic solutions;

·        Promote a respectful, accountable, and high-performance workplace culture.

 

Talent Management & Organizational Development

·        Partner with managers to identify talent, development needs, and succession opportunities;

·        Support the implementation of performance management and employee development programs;

·        Identify training and development priorities in collaboration with managers;

·        Support employee engagement, retention, and recognition initiatives;

·        Contribute to workforce planning and succession planning initiatives;

·        Participate in organizational development and change management initiatives;

·        Support managers in developing and retaining high-performing employees.

 

Recruitment & Workforce Planning

·        Partner with hiring managers to understand workforce requirements and develop effective recruitment strategies;

·        Lead or support recruitment activities, including job profiles, sourcing, interviews, selection, offers, references, and onboarding;

·        Provide recommendations regarding staffing needs, candidate profiles, and recruitment approaches;

·        Monitor recruitment activity and workforce trends and identify potential staffing challenges;

·        Support initiatives aimed at improving employee retention and reducing turnover.

 

 

HR Programs, Policies & Compliance

·        Support the implementation and continuous improvement of HR policies, programs, and practices;

·        Ensure consistent application of HR policies and practices across the organization;

·        Monitor compliance with applicable employment legislation and internal policies;

·        Participate in the development and improvement of HR processes, tools, and programs;

·        Provide HR metrics, analysis, and recommendations to support management decision-making.

 

Compensation, Benefits & HR Administration

·        Support managers and employees with questions related to compensation, benefits, leaves, and other HR programs;

·        Collaborate with payroll and HR teams to ensure employee information and HR transactions are accurate and timely;

·        Ensure employee records and HR systems are maintained accurately;

·        Support annual HR processes such as compensation reviews and performance reviews.

·        Maintain appropriate documentation related to employee relations and HR activities.

 

Collaboration & HR Projects

·        Work closely with HR colleagues across Groupe Induspac to share best practices and ensure consistency in HR programs and processes;

·        Participate in regional and corporate HR projects and initiatives;

·        Support organizational changes, acquisitions, restructurings, and other business transformation initiatives as required;

·        Prepare HR reports, analysis, and recommendations for management;

·        Perform other related duties as required.

 

Qualifications and Experience Required

·        Bachelor’s degree in Human Resources Management, Business Administration, Industrial Relations, or a related field;

·        Minimum of 5 years of progressive experience in Human Resources, ideally in a generalist, HRBP, or similar role;

·        Experience providing HR advice and coaching directly to managers and leaders;

·        Strong experience in employee relations and performance management;

·        Experience working in a manufacturing or operational environment is strongly preferred;

·        Experience working in a unionized environment is considered an asset;

·        Experience with recruitment, talent management, employee engagement, and organizational development;

·        Solid knowledge of applicable employment legislation;

·        Experience working with HR systems and HR data/metrics.

What We Offer

Permanent full-time position

Competitive Salary

40 hour work week

Three (3) weeks of paid vacation

4 paid personal days per year.

2 additional paid days off during the holiday season

Group insurance program paid at 50% by the employer

100% on-site position based in Ottawa