MISSION
The Manager, Human Resources – Retail partners with regional retail leadership teams and client groups to foster a high-performance culture by embedding and elevating exceptional HR processes and practices consistent with Indigo’s Guiding Principles. This role acts as a strategic business partner providing proactive HR and labour relations practices to support operational success in a primarily retail environment consisting of unionized and non-unionized stores. By collaborating with HR Centres of Excellence, the Manager, Human Resources – Retail ensures the effective delivery of core HR processes - including Staffing, Onboarding, Performance & Potential, Training & Development, Succession and Total Rewards - driving organizational success through people while ensuring compliance with employment legislation and any applicable collective agreements.
This role is hybrid, with field leadership as well as regularly working out of Indigo’s Home Office in Toronto, as it supports one or more Retail and/or Home Office regions. The Manager, Human Resources – Retail reports to the Director, Human Resources – Retail.
KEY ACCOUNTABILITIES
Business Partnership
- Build relationships with business leaders and regional people leaders to establish credibility as a trusted advisor and strategic partner
- Provide strategic guidance on workforce planning and talent strategies
- Partner with retail leadership at all levels on change management initiatives and communication strategies
- Understand market trends, business models and business strategy, and translate those requirements to deliver organizational and talent-related insights
- Support organizational design/operational model changes within assigned client groups and impact of changes on talent
- Leverage people analytics to identify risks and trends, driving insight to enhance overall organizational culture, team effectiveness and risk mitigation
- Support various HR initiatives to all assigned client groups.
Employee and Labour Relations/ Engagement
- Help to define employee engagement goals and action planning strategies to drive increased engagement and enhance overall team performance
- Collaborate on the development and implementation of proactive labour relations strategies to maintain positive union-management relationships
- Provide expertise on collective agreement interpretation, grievance handling, and arbitration preparation
- Support labour negotiations and discussions in collaboration with senior HR leadership, business leadership, and legal counsel
- Provide effective coaching, counseling and performance strategies on all employee relations situations in alignment with best practices demonstrating sound understanding of employment law and applicable legislations
- Monitor legislative changes and ensure compliance with provincial and federal employment laws and governance, as applicable to assigned client groups
- Partner with people leaders on high risk/complex written communications across client groups
Talent Management/ Training & Development/ Staffing
- Work with HR Centers of Excellence (COEs) on development and execution of client group-specific people solutions related to talent management, development planning, succession planning, training programs (facilitation and coordination)
- Support the staffing process for assigned client groups and work with leaders to ensure effective hiring decisions, onboarding & orientation
- Directly support recruitment and onboarding of impactful regional and store leadership roles
- Identify talent issues and work with leaders to design and implement plans to address
- Support the administration of foundational HR processes to ensure timely and accurate record keeping in UKG
Liaise between Client Groups and Centres of Excellence (COE)
- Demonstrate a continuous improvement mindset to solve individual issues, and to instill best practices or systems thinking to embed processes and solve for future issues
- Obtain relevant data from HR COEs and act as a liaison for assigned client groups to ensure organizational HR programs land effectively
- Communicate and support assigned regional teams to understand policy changes and embed HR programs – e.g., annual processes, succession planning
- Act as subject matter expert for retail client groups when partnering with HR and business COEs on development of people processes, projects and policies