People & Culture Operations Manager

Position Summary The People & Culture Operations Manager plays a key role in ensuring the effective day-to-day delivery of human resources programs and services across the organization. This position is responsible for leading HR operations, supporting managers through employee relations matters, driving recruitment and onboarding activities, maintaining compliance, and continually improving HR processes and systems. The role acts as a trusted advisor to managers throughout the business and serves as a critical partner in creating a positive employee experience while ensuring consistent, practical, and legally compliant people practices. This is a hands-on role for someone who enjoys solving problems, building structure, supporting leaders, and making things run smoothly. Key Responsibilities Employee Relations & Manager Support Act as a key HR resource for managers across the organization. Provide guidance on employee relations, attendance management, workplace conflict, performance concerns, accommodations, and policy interpretation. Conduct workplace investigations and support disciplinary processes where required. Assist managers in navigating employee issues in a fair, practical, and legally compliant manner. Escalate high-risk or complex matters when appropriate. Support the development of leadership capability through coaching and guidance. Recruitment, Onboarding & Talent Support Manage the full recruitment lifecycle for assigned positions. Partner with managers to develop recruitment strategies and hiring plans. Coordinate interviews, candidate assessments, offers, and pre-employment requirements. Lead onboarding activities and ensure successful employee integration. Support workforce planning and succession discussions as required. Continuously improve recruitment processes and candidate experience. HR Operations & Administration Oversee the day-to-day delivery of HR services across the employee lifecycle. Maintain HR records, documentation, and employee files. Ensure consistency and quality in HR processes and practices. Support policy administration and policy updates. Identify opportunities to streamline and improve departmental workflows. Monitor service levels and respond to employee and manager inquiries. Performance Management & Employee Development Support performance management processes across the organization. Coach managers on goal setting, feedback, documentation, and performance improvement planning. Assist with employee development initiatives and training programs. Support talent discussions and employee growth opportunities. Compliance & Risk Management Maintain compliance with employment legislation, company policies, and regulatory requirements. Monitor legislative developments and recommend changes where required. Support leave management, accommodation processes, and disability management activities. Ensure employee documentation is complete, confidential, and compliant. Participate in health and safety and workplace compliance initiatives as required. Payroll & Benefits Support Partner with payroll and benefits team members to ensure accurate and timely administration. Support issue resolution and process improvement initiatives. Assist with benefit renewals, audits, reporting, and vendor coordination. Ensure employee inquiries are resolved professionally and efficiently. HR Systems, Reporting & Process Improvement Maintain data integrity within HR systems and reporting tools. Prepare reports and analysis related to recruitment, turnover, attendance, and workforce metrics. Identify opportunities to improve processes, automate work, and enhance employee experience. Support implementation of new systems, technologies, and continuous improvement initiatives. Participate in organization-wide projects and change initiatives as required. Qualifications Required Minimum 7 years of progressive Human Resources experience. Strong employee relations and workplace investigation experience. Demonstrated experience supporting managers through performance, attendance, and disciplinary matters. Experience managing full-cycle recruitment. Strong knowledge of Ontario employment legislation. Experience working with HRIS and reporting systems. Excellent communication, organization, and problem-solving skills. Ability to manage multiple priorities while maintaining attention to detail. Proven ability to exercise sound judgment and maintain confidentiality. Preferred CHRP or CHRL designation. Experience in distribution, logistics, warehousing, transportation, manufacturing, or similar operational environments. Experience supporting both hourly and salaried employee groups. Experience with payroll and benefits administration. Experience participating in process improvement or change initiatives.