Overview / Aperçu

Position Purpose:

Reporting to the HR Director - Operations, the HR Manager is responsible for the planning and delivery of organizational Human Resources (HR) initiatives in the areas of employee and labor relations, policy and procedure development, performance management, and training, that support the Company's business objectives and strategies for the Montreal Service Center. A member of the facility Leadership Team and Business Partner to the Service Center Manager and management team, this position gives support and guidance to facility personnel in all aspects of the human resources function. Ensures that plans and objectives are clearly communicated, fair and competitive, and in compliance with federal and provincial laws. This role has one direct report, an HR Specialist.

GATX Corporation, founded in 1898, is the leading global railcar lessor. Our competitive advantage is our full-service leasing business model, including a world-class railcar maintenance network. One of 7 maintenance facilities across North America, our Montreal, Quebec Service Center provides a full array of services, including repairing, qualifying, painting, cleaning, and blasting railcars. GATX searches for extraordinary individuals who are creative, intuitive, driven, intellectually curious, and eager to join a dynamic organization where high-quality work, collaboration, and dedication are vital parts of our culture.

Responsibilities / Responsabilités

Labor and Employee Relations

• Directly responsible for dealing with the local committee. First point of contact for employee relations issues. Involvement includes: problem solution and avoidance, providing local management guidance with grievances, counseling the staff and supervisors on all labor-related matters.
• Direct investigations of complaints regarding grievances and breaches of company policies. Summarize facts for presentation to upper management and the Chicago office. Make recommendations on the appropriate course of action. Provide counsel to local management for first step grievance answers and supports Service Center Manager and corporate HR with second step grievances as needed. Assists in providing guidance on the collective bargaining agreement, plant rules, and attendance policy.
• Promote positive employee relations company-wide, ensuring fair and equitable treatment for all employees.
• Administer provisions of company policies and guidelines; counsel management to ensure compliance.
• Manage the separation process, including conducting exit interviews to determine the underlying reasons for termination of employment, drafting separation letters, and ensuring communication of final pay/final work data to other HR/Operations functions.

Talent and Performance Management/ Organizational Development

• Develop, manage, and support programs that ensure professional development of employees across the organization.
• Develop initiatives that promote employee engagement and diversity, equity, and inclusion, and support company-wide initiatives.
• Manage the hiring process by creating job postings, reviewing resumes and applications, performing telephone interviews, and coordinating other interviews, especially for salaried roles.
• Develop and maintain professional relationships with university and community college placement offices as a source to generate qualified applicants.
• Prepare offer letters and make offers of employment.
• Partner with the Service Center Manager, hiring managers, and Talent, Learning & Development to manage the new hire onboarding process, including facilitating Learning Path supervisor and mentor activities, management reviews, and survey completion; documenting Learning Path completion through PeopleSoft data entry; and conducting HR components of Learning Paths.
• Provide support, feedback, and coaching for employees and managers with regard to jobs and performance. Partner with business leaders to provide ongoing performance management support and guidance.
• Analyze work issues, personnel placement, and other strategic issues with site managers and salaried staff. Ask pertinent questions, and offer alternative solutions.
• Assist in the development and implementation of training initiatives, policies and procedures that support the business. Develop training initiatives as needed.
• Manage and track completion of new hire performance reviews. Provide guidance and counsel to managers and supervisors on any performance concerns, and developing and executing action plans when necessary.

Operational Excellence

• Manage, communicate and guide programs that support the business. Generate strategies that enhance engagement, attraction, development and retention of employees.
• Responsible for overseeing all aspects of administration for employees, employee counseling, insurance and pension coordination, recruiting and hiring, EAP, tuition aid, etc.
• Lead team to ensure that Montreal Service Center has efficient and consistent human resources processes including:
  • Manage hiring and separation processes including developing offer letters and separation agreements and ensuring communication of pay, benefits, and other information to other HR/Operations functions.
  • Manage payroll process.
  • Ensure compliant employee records retention practices and support transitioning of terminated employee files to electronic records.
  • Work with HR Director, leave coordinator and managers to manage and track all leaves of absence.
• Manage holiday check process.

Management of HR Team

• Provide clear, proactive leadership to direct reports to create and foster a sense of urgency that embraces positive change.
• Develop, articulate and install clear performance goals and measures, and provides timely feedback.
• Oversee training and development to ensure team has the requisite skills and certifications to achieve company goals.
• Develop and foster a respectful and inclusive work environment.

Qualifications / Qualification

Education and/or Experience Required (including certifications):

• Bachelor's in Business Administration/Organizational Behavior/ Human Resources, or equivalent, or an equivalent combination of education and experience.
• A minimum of 5 years Human Resource generalist experience; experience in a unionized facility (preferable in manufacturing or related industry) preferred.
• Supervisory experience preferred.
• Strong computer skills, including proficiency with Microsoft Office Suite (Word, Excel, and PowerPoint); experience with applicant tracking systems a plus.
• Bilingual in both English and French.
• HR Certification a plus.

Key Competencies (non-technical behavioral skills, i.e. presentation, negotiation, customer service skills), in priority order. Select from "key competencies for job descriptions" list:

• Develop and foster a respectful and inclusive work environment
• Develop and mentor others
• Strong interpersonal skills, including active listening skills
• Strong written and oral communication skills
• Ability to influence managers, supervisors and employees
• Conflict management skills
• Negotiation skills
• Strong customer service orientation
• Strong organizational skills with a high level of attention to detail
• Must possess strong time management skills, with the ability to effectively prioritize multiple, competing priorities
• Ability to manage conflict, and remain composed during stressful situations
• Ability to work in a fast-paced environment
• Ability to deal with ambiguity
• Ability to work independently and to establish rapport and positive working relationships with department and organizational leadership
• Must be able to handle sensitive and confidential information

Other (i.e., physical requirements, travel, etc. that is not covered above):

• Some travel required
• Ability to work in a plant environment safely and effectively