The posting
Human Resources Manager – Critical Environments
Location: Winnipeg, MB Department: Critical Environments Reports To: General Manager, Critical Environments Position Summary The Human Resources Manager is a key business partner supporting the Critical Environments team by delivering both strategic and hands-on HR leadership across unionized and non-unionized environments.This role is responsible for leading labour relations activities while partnering closely with corporate HR to ensure alignment with established governance, policies, and legislative requirements. While the role operates within Critical Environments and provides direct, embedded support to operations, all labour relations matters are governed centrally. The HR Manager will support and execute within this framework, ensuring consistency with policies and corporate direction.The HR Manager will also partner with salaried leadership to ensure practices are compliant with employment standards, human rights legislation, and corporate HR policies, while supporting the development of practical, fit-for-purpose HR processes within the team. Key Responsibilities Labour Relations Leadership (Corporate Governance Model)
Act as the primary on-site HR lead for unionized labour relations matters within Critical Environments Interpret and administer collective agreements in alignment with existing Price HVAC policies and corporate standards Support grievance handling, investigations, and discipline processes; all formal grievances remain under the direction of the VP, Human Resources Partner closely with Corporate HR (VP HR) on labour relations matters to ensure consistency, risk management, and alignment with corporate strategy Support documentation, investigation processes, and preparation related to grievances, arbitrations, and negotiations
Employee Relations & Leadership Support
Provide day-to-day HR guidance to managers and salaried teams Coach leaders on performance management, attendance management, discipline, and conflict resolution Conduct workplace investigations and provide clear, risk-based recommendations aligned with corporate standards Promote consistency and fairness in employee relations practices
HR Program Implementation & Local Development
Implement corporate HR programs, systems, and initiatives within Critical Environments Partner with leadership on workforce planning, organizational design, and employee development Lead succession planning activities with Critical Environments leadership, including identifying key roles, assessing talent readiness, supporting development plans, and ensuring follow-up on agreed actions Support leadership development through practical learning activities such as leader book clubs, discussion groups, team learning sessions, and follow-up coaching that reinforce expected leadership behaviours Coordinate and deliver annual compulsory HR training for leaders and employees, including topics such as respectful workplace, harassment prevention, employment standards, human rights, performance management, attendance management, and other required HR compliance training Develop and refine practical, fit-for-purpose HR processes that support the way the Critical Environments team operates, while remaining aligned with corporate standards and compliance requirements Support the use of Dayforce workflows and processes for common HR activities, including attendance, performance, employee concerns, onboarding, role changes, and documentation; train leaders on how to use these workflows consistently and in alignment with expected HR practices Establish clear expectations for how HR processes are used by the team, including when issues are managed locally, when matters require escalation, and how decisions are documented
HR Operations & Systems
Utilize HR systems (including Dayforce) for employee data management, reporting, and workflows Ensure data accuracy and integrity to support reporting and decision-making
Safety & Workplace Partnership
Collaborate with Safety teams to support investigations and compliance initiatives Ensure HR practices reinforce safety standards and regulatory requirements Participate in incident reviews and support corrective actions
Qualifications
Post-secondary education in Human Resources or a related field CPHR designation (or working toward) considered an asset 5+ years of progressive HR experience in a manufacturing or industrial environment Demonstrated experience in labour relations, within a unionized environment Strong knowledge of Canadian employment legislation and HR compliance requirements Experience working with HR systems (Dayforce preferred)
Skills & Competencies
Strong labour relations expertise within a structured governance model Proven ability to coach and influence leaders Ability to facilitate leader training, development discussions, succession planning conversations, and practical learning forums Strong investigation, conflict resolution, and critical thinking skills High level of professionalism, discretion, and sound judgement Ability to balance operational needs with compliance requirements
