Human Resources Manager

Reporting to the Vice President, Operations – USA and cross functionally to the Vice President, - People, Culture & Community, the HR Manager will be responsible for providing senior level employee relations partnership and problem-solving solutions to the leaders within IREN, specifically in the United States.

The successful candidate will have the flexibility to work remotely from home based in Texas but must travel to our Texas sites as needed. Preferred candidates should be within 4 hours of Childress, Texas, and able to travel to support operational needs. The first 6-8 weeks of the role will require weekly travel for on-site orientation and handover to successfully deliver on the responsibilities of the role. After the onboarding period, this may can be adjusted to 1-2 times a month on-site and based on business needs, with occasional travel to our Canadian operations as required.

This position will work closely with operations leaders to deliver on company and business requirements through the effective development and delivery of operational capabilities and organizational effectiveness, initiatives and programs. As IREN continues to grow, this role will be instrumental in working across the operations teams to deploy people programs, facilitate training, utilize guidelines and processes, and recruit for key roles across the US operations.

Responsibilities

The HR Manager will be responsible for the following as well as other job-related duties and/or projects that may be assigned.

• Engage with the operations and functional leadership to provide a people perspective and supporting the successful execution of the operations and business, including recruitment, employee relations & development, compensation reviews, performance issues, etc.
  • Specifically, identifying and defining critical positions in the organization for development to support our major growth initiatives in our US locations
  • Develop strategic staffing plans and pipelines of talent for key positions
• Work with leaders to anticipate future resourcing requirements based on business, industry and market conditions – and develop appropriate job postings and recruitment strategies to fill roles
• Support and partner with leaders to address employee relations issues
• Identify critical positions and develop risk management strategy for implementation.
• Assess and analyze capability requirements for operations and growth. Identify and target gaps for developing and implementing plans to resolve.
• Partner with operations leaders to evaluate market compensation and determine internal compensation levels and structures to remain competitive
• Serve as an unbiased consultant to mitigate risk to the company by ensuring fair treatment and a balanced approach for those impacted by the implementation of new policy, procedures and/or organizational change, problem resolution and human capital decisions
• Provide subject matter expertise and advice to managers and supervisors as it pertains to compensation, benefits, 401k plans, recruitment, learning & development, and employee relations matters
• Collaborate with Canadian Operations on joint initiatives and programs advocating for consistency wherever practical.
• Advise and support with leadership development initiatives and programs
• Anticipate the impact that new or cyclical People & Culture initiatives will have on the operations and the business and work with managers to implement them accordingly
• Develop and implement initiatives and policies that are fit-for-purpose and based on best practices appropriate for the company’s growth strategy
• Utilizing change management philosophy, work with leaders to design future state changes (people, process, and structure), prepare change plans, and engage with leaders to implement
• Apply critical thinking and thought leadership to diagnose performance issues and work with managers and senior leadership to prepare solutions and support implementation
• Champion continuous improvement by ensuring the appropriate people structure, engagement model, performance management and recognition systems are in place

Desired Skills include:

• Experience with US Human Resource practices preferably in a multi-location environment
• Knowledge of various legislation and statutory requirements to support state law in US, specifically Texas and New York, experience with California requirements is considered an asset
• Energetic, flexible, collaborative, and proactive; a team player who can positively and productively impact both strategic and tactical initiatives with a focus on developing operational talent and capability.
• Strong verbal, and presentation skills with the ability to effectively interact with and influence individuals in different disciplines and at different levels
• Excellent judgment and creative problem-solving skills including negotiation and conflict resolution skills
• High attention to detail with capabilities to focus on delivering on objectives to meet business requirements
• Experience with various change management methodologies to support client groups through change initiatives
• Ability to develop, implement and manage change effectively
• Possess a strong ability to develop relationships
• Able to work collaboratively across multiple functions and jurisdictions

Desired Qualifications include:

• Strong knowledge and experience with Human Resource governance practices in the United States is required.
• Knowledge of Canadian Human Resource legislation and employment standards is considered an asset, but not required
• Degree in human resources is required
• Minimum of 8 years of work experience with proven career growth path in a global organization
• SHRM designation is considered an asset
• Experience with HRIS systems (ADP preferred, but not imperative) and advanced Microsoft Office Suite skills
• Ability to travel and work flexible hours to support the company
• Experience in a fast-paced growth environment
• Experience with problem solving in complex projects that have a company-wide impact

Other Internal Information:

• Location: Texas – remote options considered
• Reporting Line: VP, Operations – USA and cross functionally to the VP, People, Culture & Community
• Travel Requirements: Travel will be required to Childress, TX at least 1-2 times a month, with occasional travel as required to Canadian operations
• Flexibility: IREN operates across multiple countries / time zones. Must have a flexible approach to work hours
• Internal Stakeholders: VP Operations, Site Managers, Site Teams, Project Teams, Functional Leads, Executive Leadership Team

IE US Operations Inc., the employing entity and proud member of the IREN Group is an equal opportunity employer that is committed to creating an inclusive workplace. We evaluate qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, genetic information, national origin, disability, veteran status, and other legally protected characteristics.

This job will remain posted until filled. While we appreciate all applications we receive, we are only able to contact candidates under consideration.

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