Human Resources Specialist

Nexans, a global player accelerating the energy transition, is looking for a Human Resources Specialist to join the Fergus, CA site on a full-time, onsite basis. This role sits within the North America Power Grid & Connect organization, contributing to a safer, more efficient and diverse workplace as part of a multinational team that values collaboration and sharing ideas. The company emphasises a culture where different perspectives are welcomed and where HR work supports the business goals on the shop floor and beyond.

The right person for this job is excited by hands-on, end-to-end HR work in a manufacturing environment with a unionized workforce. You’ll partner with the Site HR Manager and the North American HR team to drive HR improvements, manage data and programs, and help shape a workplace that emphasises safety, engagement and performance. If you enjoy rolling up your sleeves and building processes that others rely on, you’ll fit in well. If this sounds like you, consider sharing the opportunity with a friend who might be a perfect match.

This role belongs to a multinational business that places trust and knowledge sharing at the heart of its growth culture. It’s a chance to work with a team that values autonomy at the local level while staying aligned with broader HR initiatives. The posting explicitly invites referrals from colleagues who know someone who would be a good fit.

A day in the life at the Fergus site

You’ll be the first point of contact for HR inquiries from employees and will help shape the site’s path toward World Class Manufacturing status by supporting the HR Manager’s roadmap. Expect to collect and track HR KPIs, contribute to monthly data reports and, when needed, back up the HR Manager in generating those results. You’ll also handle the administration of employee change records in the MyClick system and oversee benefits programs and compensation, keeping the carrier portal up to date and ensuring that policies align with the provisions of the collective bargaining agreement.

Your staffing responsibilities center on running the full hiring cycle for unionized roles in line with collective agreement rules, assembling orientation materials and guiding new employees through their onboarding. You’ll maintain the HRIS with precision, placing new hires correctly, updating assignments and compensation per CBA guidelines, and you’ll keep a focus on diversity during recruitment. You’ll participate in annual goal-setting in concert with the HR Manager and the North American HR team, ensuring alignment with site and corporate priorities.

In the world of work environment and engagement, you’ll be a trusted resource for employees, promoting wellness and timely, clear answers on benefits and compensation questions (retirement, WSIB, health care, etc.). You’ll communicate site events in coordination with internal communications and help plan and attend gatherings like service recognition dinners and company barbecues that bring all shifts together to lift morale. You’ll act as a back-up for the HR Manager during vacation periods, triaging issues and escalating as needed, while upholding Health & Safety requirements and seeking ways to reduce waste and environmental impact. You’ll also prepare compensation packages and offer letters for review, and administer off-boarding processes that cover the HR system, payroll, pension and benefits, including exit interviews.

In training and performance, you’ll support Site Managers in the performance review process and ensure records cover transfers, absenteeism, vacations, seniority, discipline and probation. You’ll keep the Training Tracking System current, follow up on outstanding training plans and monitor their effectiveness, escalating discrepancies to the HR Manager when necessary. Overall, the role aims to strengthen engagement, safety, and the site’s culture while supporting broader country and global HR initiatives as needed.

Must-have qualifications and nice-to-haves

Here’s what Nexans is looking for in this role. Items are reworded to reflect the specifics of the position and responsibilities.

• Must-have: a postsecondary credential in human resources management (college diploma or university degree)
• Nice-to-have: CHRP designation or progress toward it
• Must-have: 1 to 2 years of progressively responsible HR experience
• Must-have: experience in a manufacturing environment is an asset
• Must-have: experience in a unionized workplace is an asset
• Must-have: strong business sense with the ability to think strategically
• Must-have: excellent time management and high level of organization
• Must-have: ability to work independently and solve problems on your own
• Must-have: proven ability to build relationships and earn credibility across levels of the business
• Must-have: a team-oriented mindset and collaborative approach

Advice for applicants

Lead with your HR credential and, if you have it, place CHRP status or progression front and center on your resume. Also highlight any hands-on experience with HRIS systems, benefits administration and payroll-related tasks, especially as they relate to a collective agreement and a manufacturing setting.

Show concrete examples of how you’ve managed data and KPIs in HR, including data entry in systems like MyClick and any efforts to digitize processes or forms. Demonstrate how you’ve supported benefits programs, administered compensation, and adhered to CBA guidelines in real-world situations.

Be ready to discuss specific instances where you independently identified a problem, proposed a solution, and implemented it at a site level, from recruitment and onboarding to employee engagement and safety initiatives. Sharing outcomes (like improvements in engagement or safety metrics) will help demonstrate your impact.

Ask a targeted question during the interview about how the site contributes to the World Class Manufacturing roadmap and which HR metrics matter most for the site. For example, you could ask how the team balances site-level goals with country and global HR initiatives, and what success looks like in the first six to twelve months.