Human Resources Manager in Schnitzer - Surrey (Musqueam Dr) at Schnitzer Steel Industries

Date Posted: 7/18/2018

Job Snapshot

Job Description

The Human Resources (HR) Manager is responsible for providing Human Resources support to Human Resources Business Partners (HRBP) and Auto and Metals Recycling (AMR) employees. The HR Manager serves as a link between local Operations management, the employee population of AMR and the Human Resources group. The incumbent achieves this by answering personnel questions, interpreting policies and procedures, administering and supporting the payroll and benefits functional areas, assisting with staffing, providing organizational development and training support, and handling investigating and resolving employee relations issues. This position operates within somewhat independent parameters which will require independent judgment and frequent travel to regional locations. The primary goal of this position is to achieve excellence in all facets of the human resources function.

The Human Resources Manager will be an integral part of a team helping to improve organizational performance and organizational capability. He/She will partner with leaders as a coach on topics including organizational change, organizational learning and development, performance management, organizational effectiveness, compensation, benefits, and employee relations.

He/She must be knowledgeable about and have influence on other parts of the organization, be innovative and adapt well to change. Additionally he/she must foster a strong customer service orientation, provide leadership, work collaboratively on teams, and consult effectively and independently with all levels of the organization. Position requires high degree of confidentiality, integrity, diplomacy, professionalism, objectivity, empathy, and patience.

Essential Functions:

  1. Complete, review and approve Employee Action Forms and other employee administrative tasks
  2. Provide advice and review corrective action notices
  3. Communicates and or implements pro-active employee relations strategies, team-based initiatives, training, leadership development, employee communications, performance management and compensation and benefits in support of the organizational goals and strategic objectives.
  4. Investigates and helps to resolve Employee Relations issues and complaints.
  5. Counsels leadership on matters concerning development of operational staff to enhance effectiveness and potential. Goal is to shift emphasis from resolving issues for others to building leadership capabilities to address and resolve both human and technical aspects of the work environment.
  6. Provides guidance and counsel to leaders and employees with regard to programs, policies and procedures.
  7. Other duties as assigned.
  8. This position requires the ability to frequent local travel by car and some travel via air.


Specific Other Responsibilities (regional, local, compliance, etc.):

Supports the Company’s Anticorruption Program through compliance with the Anticorruption Manual and all Anticorruption Controls.

Internal Control Responsibilities:

Supports the Company’s Internal Control process which includes understanding, communicating and complying with defined internal controls as well as suggesting and making modifications to the policies, procedures and controls to better relate to the business.

Communicates upward problems in operations, noncompliance with the code of conduct, or other policy violations or illegal actions.

Supervisory Responsibility:

This position has no direct supervisory responsibility.

Interpersonal Contacts:

This position involves phone, written, and face-to-face contact with all levels of employees from entry level clerks to senior management. Communication ranges from answering simple questions to discussing and interpreting company policies and procedures.  

External contacts by phone, in writing or face-to-face include production to professional level job applicants, government agencies, attorneys, consultants, and other HR professionals.

Job Conditions:

Average office environment in a manufacturing setting, some exposure to dust and dirt from an industrial yard setting. Some demand for overtime for completion of projects, conducting training sessions, attending meetings and seminars. Occasional out-of-town travel throughout the region with potential for travel to other company locations as needed. Ability to multi task and prioritize projects and duties as necessary. Extreme pressures at times when dealing with personnel conflicts.

Physical Activities Required to Perform Essential Functions:

Ability to lift and carry up to 10 pounds; sit for extended periods of time, up to 6-8 hours per day; keyboard and use a computer for extended periods of time, up to 6 hours per day; communicate in writing, by phone and in person in a businesslike, professional manner; be mobile within an office setting; assemble papers, paper punch, staple, file, photocopy; apply sufficient force to open and close file drawers. Ability to examine job descriptions and evaluate positions based on a written evaluation system. Visual acuity to perform close detail work for preparation and proofreading of business correspondence and operating a computer terminal.

Required Experience


  1. Bachelor's degree/certificate in Human Resources or equivalent experience; Professional Certification in HR is desirable.
  2. Minimum of 3 years hands-on experience in an HR generalist capacity.
  3. Experience to include exposure at an HR generalist level to most areas of HR management, including employee relations, recruiting, EEO, AA, contract administration, benefit administration, compensation, and staffing. 
  4. Knowledge of federal, state and local legislation as it applies to HR practice.
  5. The ability to offer subject matter expertise on compensation, employee retention, team building and employee relations.
  6. Requires sufficient technical knowledge of HR functions.
  7. Excellent oral/written communication, organization, critical thinking, presentation, and problem-solving skills.
  8. Ability to teach/explain abstract as well as concrete ideas to others; conduct and/or lead group meetings and give oral presentations in front of groups.
  9. Some experience in leadership development and performance management.
  10. The ability to build collaborative relationships with employees at all levels of the organization, in person and by phone.
  11. The ability to generate reports and perform analysis both of which yield insight to clients.
  12. Ability to influence in a matrix organization.
  13. Ability to determine work flow priorities and delegate as needed.
  14. Basic computer competency.
  15. Requires possession of a valid driver’s license and the ability to drive an automobile.


PLEASE NOTE: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.

Schnitzer Steel Industries, Inc. participates in e-verify for all U.S. new hires.

Schnitzer Steel Industries, Inc. administers a pre-employment drug screen and background check for U.S. new hires.

All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.

As an Equal Opportunity Employer, Schnitzer Steel Industries, Inc. does not discriminate on the basis of race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state or federal law.