The Human Resources Business Partner (HRBP) serves as a strategic partner to manufacturing leadership, driving people strategies that enable safe, efficient, and high-performing operations. This role partner with Business leaders to algin HR initiatives with operational objectives, workforce capability, employee engagement, and organizational performance across the manufacturing environment.
The HRBP partners closely with site leadership to attract, develop, engage, and retain a skilled workforce while ensuring compliance with employment legislation, company policies, and regulatory requirements. This role provides proactive HR guidance across workforce planning, talent management, employee relations, performance management, organizational design, change management, succession planning, and leadership development.
Working in collaboration with the HR Director, NORAM Manufacturing, the HRBP translates business priorities into actionable people strategies that support production goals, continuous improvement initiatives, and a culture of accountability, safety, inclusion, and operational excellence.
The HRBP builds trusted relationships with manufacturing leaders, front-line managers, and HR Centers of Excellence across North America.
Partner with the Site Director and Manufacturing Leadership Team to develop and execute people strategies that align with business objectives, production requirements, operational priorities, and organizational growth.
Serve as a trusted advisor and coach to manufacturing leaders by providing strategic guidance on workforce planning, organizational design, talent management, employee relations, performance management, leadership development, succession planning, and change management.
Collaborate with business leaders to identify workforce capability needs, anticipate labor requirements, and develop talent strategies that support operational excellence, productivity, and future business growth.
Support workforce planning activities, including recruitment, onboarding, retention, workforce optimization, organizational restructuring, and succession planning to ensure staffing aligns with changing business and production demands.
Partner with manufacturing leadership and TA to support labor planning, production ramp-ups/ramp-downs, shift changes, and workforce flexibility initiatives to meet changing customer and operational demands.
Lead organizational change initiatives by assessing organizational impacts, developing change management strategies, minimizing business risk, and fostering employee engagement throughout business transformations.
Partner with the HR Director and Centers of Excellence (COEs) to implement and sustain Global/Group HR programs, including Talent & Performance Management, Succession Planning, Compensation, Recognition, Learning & Development, and Employee Engagement initiatives.
Provide workforce analytics and data-driven insights to support strategic decision-making, identify organizational trends, monitor workforce health, and recommend solutions that improve operational and business performance.
Serve as the primary HR partner for employee relations matters across the manufacturing site(s), providing guidance and coaching to leaders and employees on workplace concerns, policy interpretation, conflict resolution, investigations, corrective actions, disciplinary matters, performance improvement plans (PIPs), and terminations while ensuring fair, consistent, and legally compliant outcomes.
Partner with Payroll, Risk Management, Health, Safety & Environment (HSE), and business leaders to administer payroll-related matters, Workers' Compensation claims (WSIB or applicable Provincial Workers' Compensation Boards), disability management, return-to-work and modified duty programs, leave administration, and regulatory reporting while ensuring timely case management, regulatory compliance, and minimal operational disruption.
Partner with manufacturing leadership and Health, Safety & Environment (HSE) to promote a strong safety culture by supporting Occupational Health & Safety initiatives, environmental compliance, employee well-being, and safe work practices throughout the manufacturing environment.
Partner with HRIS to maintain organizational and workforce data integrity within Workday by conducting regular audits of organizational structures, reporting relationships, employee records, and workforce data to support accurate reporting and informed business decisions.
Promote a positive, inclusive, and high-performing workplace by reinforcing Thales' values, leadership expectations, employee engagement, accountability, collaboration, respect, and continuous improvement.
Ensure compliance with all applicable federal, provincial, and local employment legislation, company policies, ethical standards, and regulatory requirements.
Maintain productive relationships with external agencies, regulatory bodies, and service providers, including Workers' Compensation Boards, Employment Standards authorities, Human Rights Commissions, and other governmental agencies, as applicable.
Lead or participate in cross-functional HR and business projects that support Group, Business Line, Country, and Manufacturing strategic priorities, ensuring successful execution of key milestones and deliverables.
Drive continuous improvement by evaluating HR processes, identifying opportunities to improve efficiency and the employee experience, and implementing best practices that enhance organizational effectiveness.
Bachelor's degree (B.A./B.S.) from four-year accredited college or Masters in Business Administration with a minimum of 7-10 years of related experience of working in a manufacturing environment; or an equivalent combination of education and experience
Demonstrated success leading talent management, organizational development, effectiveness and/or change management initiatives
Proven ability to provide strategic advice, develop options, analyze risks, make good judgements and solving problems
Demonstrate an understanding of business lifecycle and models and uses this to make effective business decisions, applying commercial principles into strategies
Act as an advocate for Company values, role modelling the Thales Leadership Model at all times and ensuring others act as role models within the function and leadership team
Ability to work collaboratively on teams as well as influence and coach effectively and independently with all levels within the organization
Ability to thrive in a fast-paced and ambiguous environment and flexible in adapting and responding to changing situations
Effective written and verbal communication skills
Proficient in Microsoft Suite: Outlook, Word, Excel, and PowerPoint, Workday
