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Added 12 mins ago
FC
Produce Manager
Federated Co-operatives Limited
Harrison, MB · Russell RM, MB
- Full-time
Reporting to the Food Store Manager, you will lead the organization, maintenance, coordination and day-to-day operation of the Produce Department. You will be self-motivated, ambitious and…
Added 12 mins ago
D
Project Manager, Construction
Dream
Toronto, ON
- Full-time
Oversee the development of consultant’s drawings, technical planning, and detailed work schedules for the execution of projects;
Added 12 mins ago
Senior Manager, Software Development (Hybrid)
First West
Langley (District), BC · Langley, BC
The Senior Manager, Software Development leads the delivery and technical oversight of software solutions supporting Tru Cooperative Bank’s members, employees and operations. This role…
Added 12 mins ago
Manager, Day to Day Banking - 18 Month Term
Scotiabank
Toronto, ON
The Manager, Day to Day Banking, is responsible for the development and management of core Day to Day bank accounts, associated revenue, and expenses. The incumbent will manage the tactics…
Added 12 mins ago
Sr. Manager, New Concepts & Add-ons
HelloFresh
Toronto, ON
The Senior Manager of New Concepts & Add-ons (Canada) leads HelloFresh Canada's new concepts and add-on portfolio, from strategic partner development through to commercial launch. This role…
Added 12 mins ago
LC
Engineering Manager, Agentic AI & Machine Learning
Loblaw Companies Limited
Toronto, ON
- Full-time
Own end-to-end engineering delivery: Translate product strategy and business requirements into scalable technical solutions, taking ownership from architecture and development through…
Added 12 mins ago
MT
Senior Product Manager
Meal Ticket
Canada
- Full-time
Make timely prioritization decisions, balancing customer impact, business value, technical complexity, risk, and available capacity.
Added 12 mins ago
NC
Manager, Contracting and Procurement (2 positions)
NAV CANADA
Ottawa, ON
- Full-time
The role is accountable for the development and implementation of sound Supply Chain programs, business practices, procedures and action plans that are aligned with the long-term, strategic…
Added 12 mins ago
A3
Plant Engineering & Maintenance Manager
Aluminum 3104
Belleville, ON
- Full-time
…partnering with the Canadian aluminum supply chain, and bringing technical and operational expertise back home to strengthen Canada’s food and beverage…
Added 27 mins ago
Senior Specialist, Modelling
CMHC - SCHL
Toronto, ON · Ottawa, ON · Montreal, QC · Vancouver, BC · Halifax, NS · Calgary, AB
…sectors, to support CMHC’s modelling initiatives, including model development and validation, and the interpretation of model results to inform decision making, enhance risk management and…
Added 27 mins ago
TH
BUSINESS ANALYST (6 month contract)
The Home Depot
Canada
- Full-time
The Business Analyst is responsible for information gathering and documentation for website, mobile app and retail channel enhancements and maintenance. One of the key contacts for the Home…
Added 27 mins ago
CC
Retail Shift Leader
Canna Cabana
Calgary, AB · Haysboro, Calgary, AB
- Part-time
Oversee the responsibilities of the Store Manager in the absence of SM or ASM
Added 27 mins ago
CC
Retail Shift Leader
Canna Cabana
Calgary, AB
- Part-time
Oversee the responsibilities of the Store Manager in the absence of SM or ASM
Added 27 mins ago
CC
Retail Store Manager - Leave of Absence Coverage
Canna Cabana
Camrose, AB
- Full-time
The Retail Store Manager is responsible for the daily operations and profitability of the establishment according to set goals and business objectives. Daily operations include staff…
Added 27 mins ago
IB
Manager, Art Direction (14-month contract)
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Toronto, ON
- $100,000 to $125,000 CAD / year
- Full-time
The Manager, Art Direction is responsible for ideation and creation of campaign elements and assets from concept to completion ensuring all creative outputs are on brand and support…
Added 27 mins ago
KC
Manager / Senior Manager, Restructuring & Turnaround
KPMG Canada
Montreal, QC
- Full-time
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Added 27 mins ago
NS
Software Development Agile Business Analyst
NHS Scotland
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- Full-time
We are seeking an experienced agile business analyst to join our Software Development Scrum Teams. Candidates should have experience of working in a technical setting, be familiar will all…
Added 27 mins ago
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- $80,000 to $90,000 CAD / year
- Full-time
You'll report to the Director of Fitness and Operations and work closely with the leaders who run the business side of our training department, including our Training Sales Director. You…
Added 27 mins ago
GT
Marketing Coordinator
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Proficiency in Meta Business Manager, LinkedIn Campaign Manager, and social media publishing software (Sprinklr preferred)
Added 27 mins ago
OF
Outreach Coordinator
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Brantford, ON
- Full-time
The Ontario First Nations Technical Services Corporation (OFNTSC) is a non-profit organization that provides technical advisory services, training, and capacity development to First Nations…
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Work closely with business and technical stakeholders to investigate data discrepancies and resolve reporting issues.
Added 27 mins ago
AP
Senior Director, People & Culture
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Winnipeg, MB
- Full-time
…planning, compensation management, organizational design and development, workplace culture, employee engagement, performance management, and workplace health and safety. The Senior…
Added 27 mins ago
A3
Human Resources Manager
Aluminum 3104
Belleville, ON
- Full-time
The HR Manager is the senior people leader for a single-site, greenfield aluminum beverage can plant and carries enterprise accountability for the people function. The role builds HR from…
Added 42 mins ago
Meat - Meat Cutter
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What began as a meat delivery business in Stellarton, Nova Scotia has grown to over 128,000 teammates at corporate-owned and franchised store locations. Sobeys Capital Incorporated and its…
Added 42 mins ago
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Internal Audit Senior Manager
PwC
Toronto, ON
- Full-time
…achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides…

Aluminum 3104

Human Resources Manager

Belleville, ON, Canada

Full-time

Apply About employer

Applications open in a new tab.

Job details

Job type: Full-time
Apply by: Dec 6, 2026
Posting language: English
Posted: Nov 6, 2026

Original job description

ABOUT ALUMINUM 3104

Our VISION is to be Canada’s most trusted beverage packaging partner. To get there, we’re building the first modern aluminum beverage can plant in Canada, and the first aluminum beverage can plant in more than 40 years. Our 200,000 sq. ft., highly automated facility in Belleville, Ontario opens in late 2027. We built it for Canadian beverage brands, and we’re partnering with the Canadian aluminum supply chain, and bringing technical and operational expertise back home to strengthen Canada’s food and beverage security.

We’ll make precision aluminum cans to the exact specifications brewers and drink makers need. We’ll earn our reputation one good can, one kept promise and one honest conversation at a time. Because our lines are highly automated, the work here is about running, maintaining and improving modern production equipment. That means skilled careers, strong Total Rewards and the chance to build deep expertise.

We’re a startup with big plans, guided by four VALUES: Safety First. Quality Obsessed. Excellence Driven. Stronger Together. Phase one will create more than 100 jobs, most of them filled by people from the communities around our plant. We’ll pair them with experienced industry experts from around the world to build a team that sets the standard and brings a fresh perspective. As a greenfield business, we get to do things differently. We have no legacy systems and no inherited bureaucracy. What we become will come from the people we hire.

Who we’re looking for. We want people who are hungry to grow, willing to spend the time in extensive training and development programs, up for a challenge and comfortable with the unknown. We hire for character, values and attitude, and we will train for skills. If you’re tired of hearing “that’s the way it’s always been done,” and you’d rather build systems than inherit someone else’s, you’ll find a rewarding career here.

POSITION OBJECTIVE & SUMMARY

The HR Manager is the senior people leader for a single-site, greenfield aluminum beverage can plant and carries enterprise accountability for the people function. The role builds HR from zero through start-up and commissioning, then designs the people model the business will replicate at future sites.

There is no corporate HR above this role, so the incumbent owns people strategy, policy, risk and execution end to end, and sits on the site leadership team as a business partner, not a service desk. The mandate has three parts:

• Build the plant's people foundation. Organizational design, hiring the start-up workforce, payroll and benefits, policies and HRIS, all live before first production.

• Set the culture while it is still forming. A greenfield site gets one chance to define how work gets done. This role builds and protects a culture of ownership, discipline and follow-through that keeps this plant safe, competitive and staffed as we grow, so every new line and growth opportunity starts on the same standard.

• Training for success. Partner and oversee the training and development system that qualifies every operator, trade and leader to a documented standard faster than any can plant, and grows our team from within.

HOW THIS MANAGER WORKS

• Safety above all. Everyone goes home daily, this is nonnegotiable. As part of the Management Team, always ensure all work in the business is completed in compliance with the Occupational Health and Safety Act, applicable regulations, and the company’s procedures.

• Present on the floor. Known and respected by operators on every shift.

• Holds the line. Sets clear expectations and follows through, including with senior leaders.

• Business first. Understands labour cost, uptime and output, and frames people decisions in those terms.

• Builder. Comfortable creating systems from nothing, then making them repeatable.

• Data-driven. Uses numbers to find problems early and to make the case for action.

CORE RESPONSIBILITIES

Workforce Planning and Design

Build a HR playbook for org design, staffing curves and start-up hiring.

Build and own the multi-year workforce plan tied to the production ramp, line additions and growth plans.

Continuously refine the organization structure and span of control with operations.

Create the job architecture: role families, levels, job descriptions and skill matrices for operators, technicians, maintenance trades, quality and salaried roles.

Labour and Employee Relations (Accountable Culture)

Define the cultural standard with the leadership team: clear ownership, standard work, follow-through, and consequences that are consistent and fair.

Equip front-line leaders to set expectations, coach, document and act on performance and conduct. Make supervisors and managers the first line of employee relations, not HR.

Own progressive discipline, investigations (harassment, violence, misconduct) and terminations, with clean documentation and consistent outcomes.

Build direct two-way communication and a visible response loop on issues raised.

Partner with the Safety lead on the workplace harassment and violence program, and safety accountability.

Talent Management and Recruitment

Staff the plant on schedule for commissioning and ramp: hourly, skilled trades and salaried roles.

Build the employer brand and sourcing channels: colleges, trade schools, apprenticeship programs, community partners, and referral programs.

Set selection standards: structured interviews, skills and aptitude testing, and hiring for behaviours and fit.

Own on-boarding that gets a new operator safe and productive on a defined curve.

Run the performance management cycle and create action on low performance where applicable.

Training, Development and Succession

Build the training system with the Learning and Development Manager, and Operations: skills matrices, certification by role, on-the-job trainers, and qualification tracking linked to pay progression where appropriate.

Partner with Learning & Development Manager to stand up apprenticeship and trades development to grow maintenance talent internally.

Build a leadership pathway from the floor to the C-suite: a supervisor program on setting expectations, coaching, documentation and labour law basics, and a senior leader program on strategy, business acumen and leading through growth, with defined readiness criteria for each step up.

Identify critical roles, assess bench strength, and maintain succession plans with development actions for every level of the organization; ultimately ensuring continuity of operations and leadership.

SECONDARY RESPONSIBILITIES

Legislative and Employment Compliance

Own compliance with the Employment Standards Act, 2000, Human Rights Code, Pay Equity Act, AODA, WSIB and the HR obligations under the Occupational Health and Safety Act.

Maintain the policy manual, employment contracts and offer templates, and ensure enforceable clauses.

Run an annual compliance audit and track legislative changes.

Compensation, Benefits and Payroll

Manage the total rewards strategy: pay structures, market positioning, shift premiums, overtime rules and incentive plans linked to safety, quality and output.

Run annual market benchmarking and merit, and keep internal equity and pay equity compliant.

Oversee benefits, group RRSP, and EAP providers, and own renewals and cost control.

Own accurate, on-time payroll for a 24/7 operation, including time and attendance integration, statutory remittances (CPP, EI, income tax, EHT) and year-end.

Implement the HRIS, payroll and time-and-attendance systems with IT, integrated with the ERP.

HR analytics and proactive people management

Build the people dashboard from day one: headcount versus plan, time-to-fill, turnover (voluntary, first-year), absenteeism, overtime hours, training completion, discipline and grievance trends.

Use the data to get ahead of problems: flight risk on critical roles, overtime-driven fatigue, crews with high absenteeism, supervisors with outlier turnover.

Report routinely to the leadership team with what changed, why, and what HR is doing about it.

PREFERRED QUALIFICATIONS

· 10+ years of progressive HR experience, at least 5 in manufacturing or transferable equivalent.

· Has led the HR function at a site or business unit, with full ownership of policy, employee relations and compliance.

· 5+ years administering Ontario employment, human rights, pay equity and labour relations law.

· Degree or Diploma in Human Resources, Business, Labour Relations, or a related field.

· Proof of success in recruitment execution and talent development program development for 50+ people at once.

ASSET QUALIFICATIONS (valued though not required)

· CHRP or CHRL designation.

· Aluminum beverage can or metal packaging experience.

· Experience in 24/7 continuous shift manufacturing.

· Has built something: a greenfield plant, a major new line, a carve-out or a turnaround where HR and talent development was created rather than inherited.

· Experience implementing HRIS and payroll systems.

Apply About employer

More about this job

Responsibilities

Build and lead the site’s HR function from start-up through commissioning, including workforce planning, recruitment, employee relations, training, succession planning, compliance, compensation, payroll, and HR systems. Partner with site leaders to establish a consistent, safety-focused culture and use workforce data to support operational performance and future growth.

Requirements

The preferred candidate has 10 or more years of progressive HR experience, including at least five years in manufacturing or a transferable setting, and has led HR for a site or business unit. A degree or diploma in human resources, business, labour relations, or a related field is preferred, along with Ontario employment-law experience and demonstrated success in large-scale recruitment and talent development.

Skills

Workforce Planning
Organizational Design
Employee Relations
Recruitment
Talent Management
Training and Development
Succession Planning
Employment Law Compliance
Compensation and Benefits
Payroll Administration
HRIS Implementation
People Analytics
Performance Management
Investigations and Progressive Discipline
Change Management
Manufacturing HR

Visa sponsorship

Not detected in the job text

Keywords

Greenfield Plant
Aluminum Beverage Cans
Manufacturing
Workforce Planning
Organizational Design
Staffing Curves
Job Architecture
Employee Relations
Progressive Discipline
Workplace Investigations
Occupational Health and Safety Act
Employment Standards Act
Human Rights Code
Pay Equity Act
AODA
WSIB
Total Rewards
Payroll
CPP
EI
EHT
HRIS
ERP Integration
Time and Attendance
Skills Matrices
Apprenticeship Programs
Succession Planning
People Analytics
24/7 Manufacturing
CHRP

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