Job Description

SMARDT

Pionnier et leader mondial des refroidisseurs sans huile a haut rendement. L'equipe SMARDT partage plus de 25 ans d'experience de travail avec l'electronique de puissance, la technologie des paliers magnetiques et les refoidisseurs centrifuges sans huile. SMARDT, dont le siege social est a Montreal, est present entre autres aux Etats-Unis, en Europe, en Australie, et en Chine.

Objectif du poste

Le Partenaire RH - Fabrication agit en tant que consultant strategique et conseiller de confiance aupres des equipes de direction de la production, en pilotant les strategies RH qui favorisent l'excellence operationnelle, la performance en matiere de securite et la productivite des equipes, tout en alignant les pratiques et priorites RH sur la strategie globale de l'entreprise.



Ce role exige une solide comprehension des environnements de fabrication, des relations de travail et des defis propres aux operations de production. Le/la titulaire collaborera etroitement avec les directeurs d'usine, les superviseurs de production ainsi qu'avec les autres Partenaires RH et experts RH (CoE) afin de developper une main-d'oeuvre performante et engagee, tout en garantissant la conformite aux reglementations propres a la fabrication.



Le poste est en mode hybride, avec une presence majoritairement sur site. Il couvre deux sites : Montreal (QC) et Plattsburgh (NY). Le/la Partenaire RH dirigera une petite equipe RH (BP/Recrutement) et reportera au Vice-President Senior et Directeur des Ressources Humaines de Smardt.

Missions principales

Partenariat strategique RH & Alignement operationnel

Soutenir l'excellence operationnelle en alignant les strategies RH sur les objectifs de production, de qualite et de securite. Exploiter l'analytique RH pour anticiper la rotation, identifier les besoins lies aux effectifs et optimiser les modeles de dotation. Developper des strategies de planification des effectifs en tenant compte des pics saisonniers, des plannings de production et des besoins en competences. Promouvoir une culture de performance, de securite et d'inclusion au sein des equipes de production.

Relations de travail & Droit du travail

Gerer les conflits, actions disciplinaires et problematiques de performance, en assurant le respect des normes du travail. Servir de personne-ressource pour communication entre la direction et les employes (assemblees, reunions d'equipes, retours collectifs). Garantir la conformite aux lois locales, provinciales, federales, aux normes OSHA et aux standards de securite specifiques a l'industrie.

Engagement & Satisfaction des employes

Mettre en oeuvre l'enquete d'engagement et assurer la mise en oeuvre des plans d'amelioration. Mettre en place des canaux de feedback (boites a idees, assemblees, Gemba walks, comites salaries). Developper des programmes de reconnaissance valorisant les performances individuelles, collectives et en matiere de securite.

Carriere et Developpement des competences

Identifier les ecarts de competences lies a la digitalisation, a l'automatisation et aux nouvelles technologies. Developper des programmes de formation, de polyvalence et de developpement du leadership. Deployer les processus de gestion des talents en partenariat avec le CoE Talent Management. Suivre les KPI RH cles (turnover, engagement, incidents de securite, efficacite des formations) et leur impact sur la production. Definir des parcours de carriere clairs (operateurs chefs d'equipe superviseurs experts techniques direction).

Recrutement et gestion des effectifs

Piloter le cycle complet du recrutement avec un focus sur la reduction du delai d'embauche. Garantir une experience candidat optimale et attrayante. Gerer les recrutements en volume pour divers departements en tenant compte des niveaux de competences. Coordonner le recours a la main-d'oeuvre temporaire en periode de pointe. Effectuer des selections rapides et efficaces pour assurer la continuite des operations.

Remuneration et avantages sociaux

Assurer l'exactitude et la ponctualite de la paie en lien avec la Finance. Garantir la conformite legale, fiscale et reglementaire des pratiques de remuneration et avantages. Soutenir les campagnes salariales, augmentations et primes, avec equite et precision. Conseiller les managers sur les grilles salariales et l'equite interne. Repondre aux questions des employes concernant la paie et les avantages.

Gestion de l'equipe RH

Encadrer l'equipe RH pour assurer l'excellence operationnelle et une experience collaborateur positive. Promouvoir une culture d'ecoute et de respect de la confidentialite. Assurer la conformite legale, reglementaire et corporate. Developper les competences de l'equipe et encourager l'innovation continue. Instaurer un climat de confiance avec les employes et la direction.

Profil recherche

Experience requise

10+ annees d'experience progressive en RH, dont une part significative dans la fabrication/production. 5+ annees a un poste de HRBP ou Manager RH senior, avec responsabilite en relations de travail. Expertise avancee en droit du travail.

Experience souhaitee

Experience dans le secteur de la fabrication lourde, idealement HVAC. Experience multi-sites (particulierement Montreal et Etat de New York). Connaissance des methodologies Lean / Six Sigma.

Formation

Baccalaureat en Ressources Humaines, Relations industrielles, Administration des affaires ou equivalent. Maitrise souhaitee (GRH, Developpement organisationnel, MBA).

Competences cles

Vision strategique et capacite a aligner les enjeux business et RH. Maitrise de l'analytique RH et de la transformation des donnees en actions concretes. Familiarite avec les systemes RH modernes (SIRH, ATS). Intelligence culturelle et capacite a travailler dans des environnements diversifies.

Competences specifiques a la fabrication

Leadership en securite : connaissance des reglementations OSHA et des systemes de gestion de la securite. Experience avec les horaires postes (24/7) et la planification complexe. Bonne comprehension des processus de production et des systemes qualite. Expertise en conformite RH et reglementations industrielles.

Capacite a communiquer en francais avec notre equipe au Quebec.


Dans un environnement multiculturel et international, une bonne maitrise de l'anglais est necessaire pour interagir avec une partie de notre clientele et notre equipe internationale.

Diversite & Inclusion

Notre entreprise est un employeur offrant l'egalite des chances, engage en faveur de la diversite et de l'inclusion. Nous accueillons les candidatures de toutes les personnes qualifiees, sans distinction de race, genre, age, religion, orientation sexuelle ou handicap.



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SMARDT

Pioneer and global leader in high-efficiency oil-free chillers.

The SMARDT team brings over 25 years of experience working with power electronics, magnetic bearing technology, and oil-free centrifugal chillers. Headquartered in Montreal, SMARDT also has a presence in the United States, Europe, Australia, and China.

POSITION PURPOSE

The HR Business Partner for Manufacturing will serve as a strategic consultant and trusted advisor to manufacturing leadership teams, driving people strategies that enhance operational excellence, safety performance, and workforce productivity, aligning HR practices and priorities with overall business strategy.



This role requires a deep understanding of manufacturing environments, labor relations, and the unique challenges of production-based operations. The successful candidate will partner closely with plant managers, production supervisors, and broader HR Business Partners and CoE experts to develop a high-performing, engaged workforce while ensuring compliance with all manufacturing-specific regulations.



The role is a Hybrid work arrangement with the majority of the time working on-site. The role supports two locations in Montreal, QC and Plattsburgh, NY. This HR Business Partner will lead a small HR BP/ Staffing team and will report to the Senior Vice President and Head of HR at Smardt.

KEY RESPONSIBILITIES

Strategic HR Partnership & Business Alignment

Operational Excellence Support

: Partner with manufacturing managers and functional leadership to align HR strategies with production goals, quality metrics, and safety objectives.

Data-Driven Decision Making

: Leverage people analytics to predict turnover, identify production bottlenecks related to workforce issues, and optimize staffing models for maximum efficiency and engagement.

Workforce Planning

: Develop comprehensive staffing strategies that account for seasonal demands, production schedules, and skills requirements across multiple shifts.

Culture Development

: Drive initiatives to sustain and evolve a high-performing, safety-focused, and inclusive manufacturing culture that supports higher productivity outcomes.

Labor Relations & Employment Law

Conflict Resolution

: Serve as primary mediator for employee disputes, disciplinary actions, and performance issues while ensuring compliance with employment laws.

Communication Bridge

: Facilitate effective communication between management and workforce, including conducting town halls, shift meetings, and effective feedback sessions.

Compliance Expertise

: Ensure adherence to all relevant local, state, and federal employment laws, OSHA regulations, and industry-specific safety standards across multiple manufacturing locations.

Employee Satisfaction & Engagement Enhancement

Engagement Strategy

: Supports the effective deployment of the Engagement survey ensuring a high response level within all employee levels, and with full accountability for improvement action plans.

Feedback Systems

: Establish multiple channels for employee input including suggestion systems, regular town halls, Gemba walks, employee advisory councils, and open-door policies.

Recognition Programs

: Design and implement recognition initiatives that acknowledge both individual achievements and team productivity and safety milestones, driving higher engagement and retention.

Workforce Transformation & Development

Skills Gap Analysis

: Identify current and future skill requirements as manufacturing evolves with digital transformation, automation, and advanced technologies.

Upskilling Programs

: Develop cross-training opportunities, technical skill development, and leadership pathways that result in higher retention rates and productivity improvements.

Performance Management

: Strong partnership with Talent Management CoE to deploy the Talent Management Pillars across all employee levels in Manufacturing.

Manufacturing Metrics

: Define KPI's, track and report on key HR metrics including turnover, engagement, safety incidents, training effectiveness, and their correlation with production outcomes.

Career Pathing

: Create clear advancement opportunities from floor workers to team leads, supervisors, technical specialists and leadership team.

Full-Cycle Recruitment Excellence

Strategic Sourcing

: Execute end-to-end recruitment process with focus on reducing time-to-hire in competitive manufacturing labor market.

Candidate Experience

: Prioritize candidate interview experience and engagement metrics to attract top talent in the manufacturing sector.

Rapid Backfill Capabilities:

Execute complete recruitment cycles sor critical production roles, ensuring minimal disruption to manufacturing operations and shift coverage.

High-Volume Recruitment Management

: Simultaneously manage open positions across multiple departments, shifts, and skill levels while maintaining quality standards and candidate engagement.

Temporary Workforce Coordination:

Partner with staffing agencies and temporary worker providers to rapidly scale workforce during peak production periods, seasonal demands, or unexpected absences.

Expedited Screening & Selection:

Conduct streamlined and thorough candidate assessments with focus on improving time-to-fill and candidate experience for all positions in manufacturing.

Compensation and Benefits Operational Excellence

Ensure payroll accuracy and timely processing in collaboration with Finance. Monitor compliance with legal, tax, and regulatory requirements related to compensation and benefits. Partner with total Rewards CoE to implement corporate programs and policies locally. Support salary planning, merit increases, and bonus processes with fairness and accuracy. Provide guidance to managers on compensation structures, salary ranges, and internal equity. Address employee questions and concerns regarding payroll, compensation, or benefits in a timely manner.

Team management

As a leader, the HRBP is responsible for guiding the HR team to deliver operational excellence while ensuring a positive employee experience. Key responsibilities include:


Foster a culture of employee listening and create a positive employee experience. Ensure strict confidentiality of all employee information. Maintain compliance with legal, regulatory, and corporate requirements. Safeguard accuracy and efficiency in HR systems and processes. Demonstrate strong attention to detail in all HR activities. Promote continuous improvement and innovation within the HR function. Build trust and credibility with employees and business leaders. Develop and grow the team's capabilities to meet evolving needs.

QUALIFICATIONS

Required Experience

10+ years

of progressive HR experience with significant exposure to manufacturing, production, or industrial environments.

5+ years

in HR Business Partner or senior HR Manger role with full accountability for employee relations.

Labor Relations Expertise

: Advanced knowledge of labor law.

Preferred Experience

Manufacturing Industry Knowledge

: Direct experience in HVAC or heavy manufacturing settings.

Multi-Site Experience

: Managing HR functions across multiple manufacturing locations or plants, major focus in Montreal and NY state

Lean Manufacturing

: Understanding of Lean, Six Sigma, or other continuous improvement methodologies.

Education Requirements

Bachelor's degree

in Human Resources, Business Administration, Industrial Relations, or related field

Master's degree

preferred, especially in HR, Organizational Development, or Business Administration

Core Competencies

Strategic Thinking

: Ability to connect business challenges to HR solutions and drive organizational success through people strategies.

Data Analytics

: Proficiency with HR metrics, people analytics, and ability to translate data into actionable insights.

Technology Proficiency

: Experience with modern HRIS systems, ATS platforms, and manufacturing-specific HR tools.

Cultural Intelligence

: Cross-cultural competence to work effectively with diverse manufacturing workforce.

Manufacturing-Specific Skills

Safety Leadership

: Understanding of OSHA regulations, safety culture development, and incident management.

Shift Management

: Experience with 24/7 operations, shift differentials, and complex scheduling requirements.

Production Knowledge

: Basic understanding of manufacturing processes, quality systems, and operational metrics in an HVAC or similar industry.

Compliance Expertise

: Knowledge of manufacturing-specific employment laws, environmental regulations, and industry standards.

Ability to speak French with our team in Quebec.


In a multicultural and international environment, a good command of English is necessary to interact with part of our clientele and international team.

Diversity & Inclusion



This organization is an equal opportunity employer committed to workplace diversity and inclusion. We welcome applications from all qualified candidates regardless of race, gender, age, religion, sexual orientation, or disability status.