QUALIFICATIONS

• Bachelor’s degree in Business Administration, Human Resources, Industrial Engineering or a related discipline; Master’s degree is an asset.
• Minimum 15 years of progressive HR experience, including significant leadership experience at HR Director / CHRO level.
• Strong background in manufacturing, heavy industry or similarly complex industrial environments.
• Proven hands-on experience in unionized organizations and industrial relations is essential.
• Extensive experience in collective bargaining processes, union negotiations, labor law and employee relations.
• Demonstrated ability to operate as a strategic partner to CEO and senior executive leadership.
• Strong experience across organizational development, talent and succession management, performance management and compensation & benefits.
• Proven leadership experience in organizational transformation and change management.
• Strong commercial and business acumen with the ability to balance people priorities with operational and financial objectives.
• Excellent stakeholder management, negotiation and influencing skills.
• Strong leadership presence with a pragmatic, solution-oriented and hands-on management approach.
• Excellent command of written and spoken English.

JOB DESCRIPTION

• Lead the overall Human Resources strategy in alignment with the company’s business objectives and long-term growth agenda.
• Act as a strategic business partner to the CEO and Executive Management Team, providing leadership on organizational, people and cultural priorities.
• Lead all HR functions including organizational development, talent management, succession planning, performance management, compensation & benefits, employee engagement and HR operations.
• Develop and execute workforce strategies supporting complex manufacturing and operational environments.
• Lead industrial and labor relations, managing relationships with unions and employee representatives in a constructive and sustainable manner.
• Take an active leadership role in collective bargaining agreements (CBA), union negotiations and labor relations processes, ensuring alignment between business priorities, employee relations and legal requirements.
• Proactively manage labor-related risks, employee relations matters and organizational changes across manufacturing operations.
• Build and strengthen leadership capabilities and succession pipelines across the organization.
• Drive organizational transformation, change management and cultural development initiatives.
• Establish HR policies, governance structures and people practices that support operational excellence and sustainable business performance.
• Lead and develop the HR organization, ensuring strong partnership between headquarters and manufacturing sites.