• Du unterstützt den Head of People and Culture bei Projekten zur Organisationsentwicklung, der Optimierung interner Abläufe sowie der aktiven Gestaltung und Pflege unserer Remote-Unternehmenskultur. • Du wirkst bei der Analyse und Dokumentation bestehender HR-Prozesse mit und erarbeitest Vorschläge zur Effizienzsteigerung. • Du hilfst bei der Erstellung und Veröffentlichung von aussagekräftigen Stellenausschreibungen auf verschiedenen Kanälen. • Du hilfst im Recruiting beim gesamten Bewerbungsprozess (Sichten von Lebensläufen, Termin-Koordination, Beantwortung von Kandidatenanfragen). • Du unterstützt bei der Vorbereitung und Durchführung des digitalen Onboardings neuer Teammitglieder. • Du recherchierst aktuelle HR-Trends und trägst zur Weiterentwicklung unserer Remote-Kultur bei.

Join the IPG Team! Are you ready to elevate your career? At IPG, we are more than just a global leader in packaging and protective solutions—we are a community that values safety, people, passion, integrity, performance, and teamwork. From tapes and films to packaging and protective products, as well as engineered coated materials and advanced packaging machinery, we develop innovative solutions that protect the world. Now, we are expanding our global team and looking for talented individuals like you! Position Summary The HR Manager supports the Montreal site and Canadian salaried workforce, delivering end‑to‑end HR services across recruitment, onboarding, employee relations, HR policy administration, and regulatory compliance. The role partners closely with leaders across shared services, customer service, and sales to drive an engaging, high‑performance culture. This position also ensures compliance with Canadian and Quebec legislation—including CNESST, pay equity, and provincial regulatory bodies—and contributes to corporate HR initiatives. Key Responsibilities HR Operations & Employee Support - Deliver day‑to‑day HR support across recruitment, onboarding, training, performance, and employee relations. - Address employment-related inquiries with discretion, escalating complex issues appropriately. - Foster a positive and inclusive work environment that promotes employee development, engagement, and retention. Business Partnership - Partner with local and remote leadership to align HR initiatives with business priorities and support organizational effectiveness. - Coach and support leaders to develop and maintain high performing teams. - Recommend and reinforce programs, policies, and practices that enhance employee relations and workplace culture. Compliance, Policy & Regulatory Oversight - Lead and maintain compliance with Quebec agencies and regulations including CNESST, pay equity, Office de la langue française, Revenue Quebec, and Retraite Quebec. - Review, update, and implement Canadian salaried HR policies and procedures with a continuous improvement approach. - Support absence and leave management programs for salaried employees. HR Data, Metrics & Systems - Compile HR metrics and reporting to support decision‑making and operational efficiency. - Effectively use Microsoft Office and HRIS/talent systems to manage employee data and support HR processes. Health, Safety & Wellbeing - Support and champion workplace health and safety initiatives in partnership with site leadership. Collaboration - Participate in corporate HR programs, cross‑functional initiatives, and broader HR team activities. Qualifications & Experience - Bachelor’s degree in a related field; HR certifications (CHRP, CHRL, CPHR) and MBA considered assets. - 5–7 years of progressive HR experience, ideally in a matrixed, manufacturing, or industrial environment. - Fluently bilingual in French and English with strong written and verbal communication skills. - Strong understanding of Canadian and Quebec employment legislation and its practical application. Key Competencies - Exceptional interpersonal, coaching, influencing, and conflict‑resolution skills; able to build trust at all levels. - Ability to manage multiple priorities in a fast‑paced environment with flexibility and independence. - High integrity, professionalism, and ability to handle sensitive matters with discretion. - Strong business acumen with attention to detail and a compliance mindset. - Collaborative, energetic, and solutions‑oriented, with strong problem‑solving capability. #LI-Remote Why Choose IPG? At IPG, you will find more than just a job—you will find a place where your success is our success. We pride ourselves on a culture built around strong relationships, where every team member plays a crucial role in our growth. Whether it is through cross-department collaboration, continuous training, or sustainability-driven initiatives, we create an environment where you can thrive. Our commitment to sustainability influences everything we do, from designing eco-friendly products to minimizing waste in our production processes. We are dedicated to building a greener future while providing safe, supportive workplaces for our people. With over 40 years of industry expertise and a proven track record of growth and innovation, IPG offers a stable, secure environment where you can flourish! We offer competitive pay, extensive benefits that support you and your family, and exciting career development opportunities. Whether you are looking to enhance your skills or advance your career, we offer ongoing training and the support you need to succeed. Think big, dream bigger, and make an impact with IPG. You belong here. Join us today!

Role Description The Human Resources Business Partner (HRBP) serves as a strategic and operational partner across assigned regions, providing expert guidance in employee relations, labor relations, HR compliance, and workplace strategy. This role is responsible for managing complex employee issues, conducting workplace investigations, supporting a union environment, and driving initiatives related to retention, performance, and organizational effectiveness across a multi-state workforce. The HRBP works closely with employees, leaders, and HR partners to ensure consistent, equitable, and compliant practices while proactively using data and insights to improve employee experience and reduce organizational risk. What you will be doing! - Serve as the primary HR advisor for assigned region, providing guidance on employee relations, performance concerns, and corrective actions. - Coach managers on addressing employee issues proactively to reduce risk and improve outcomes. - Support and guide corrective action processes, ensuring consistency, fairness, and documentation integrity. - Respond to and resolve employee concerns with a focus on timely, compliance and thoughtful resolution. - Conduct thorough, impartial workplace investigations. - Gather and analyze information, interview involved parties, and document findings. - Provide recommendations and partner with leadership on appropriate outcomes. - Ensure investigations meet legal and organizational standards. - Support employees and leaders in a union environment by applying the collective bargaining agreement (CBA). - Assist with grievance processes, corrective actions, and investigations involving union employees. - Partner in labor-management processes and meetings, as needed. - Analyze turnover trends and identify root causes across regions, departments, and employee groups. - Partner with leaders to develop and implement retention strategies. - Utilize HR data and metrics to identify risks and implement proactive solutions. - Support initiatives that enhance employee engagement, satisfaction, and workforce stability. - Support the implementation of continuous improvement of the performance management process. - Coach managers on goal setting, feedback, and performance conversations. - Partner on performance improvement plans and ensure consistency across the organization. - Identify trends in performance outcomes and recommend enhancements. - Support the development and extension of salary offers in partnership with Talent Acquisition and leaders. - Ensure offers are competitive, equitable, and aligned with internal pay structure. - Provide guidance on compensation decisions, including pay equity and compression considerations. - Ensure compliance with federal, state, and local employment laws across employee worked and lived in states. - Monitor regulatory changes and advise leadership on impact. - Support the development, review, and update of HR policies. - Ensure the accurate and consistent interpretation and application of HR policies across the organization. - Partner with organizational stakeholders to support a positive, consistent, and high-quality employee experience. - Work cross-functionally with HR team members to ensure alignment, consistency, and effective service delivery. - Use data and insights to inform recommendations and influence decision-making at the leadership level. - Contribute to HR initiatives that strengthen culture, engagement, and organizational effectiveness. - Identify training needs, recommend and facilitate HR-related training initiatives aligned with organizational objectives and workforce development priorities. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent of education and experience. - Minimum of 3 years of progressive HR experience. - Working knowledge of federal, state, and local employment laws, including multi-state compliance. - Experience supporting both remote and onsite workforces across multiple locations. Preferred Qualifications - HR certification (e.g., SHRM-CP, PHR, SHRM-SCP, SPHR). - Experience supporting or working in a unionized healthcare environment. - Experience conducting workplace investigations, including complex and sensitive matters. - Experience supporting compensation decisions. Salary Range - Washington: $78,164.00 - $145,163.00 Annually - Alaska: $74,256.00 - $137,904.00 Annually - Hawaii: $70,348.00 - $130,646.00 Annually - Indiana, Idaho, Kentucky: $66,439.00 - $123,388.00 Annually Position Type - Full-time Benefits - This position is eligible for PPGNHAIK benefits. - Comprehensive benefits plan including medical, dental, and vision plans. - Retirement, paid time off, short and long-term disability, and life insurance. - For additional information about our benefits program, please send an email to hre.contacts@ppgnhaik.org. Other Information - All new hires are strongly recommended to have the COVID-19 vaccination, including boosters. - All new hires hired between September and April must present proof of receiving a current flu shot. What we expect from you - Adhere to our code of conduct, policies, procedures, and protocols. - Demonstrate a high degree of professionalism. - Support and model our customer service standards. - Value continuous learning and seek ongoing training and development. Our commitment to diversity At PPGNHAIK, we’ve outlined our priorities and goals as we continue to cultivate and promote a diverse, equitable, & inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect our promise to support programs and initiatives that promote continuous learning and organizational development and discussions on DEI topics; provide internal developmental opportunities; and assess what more we can do to nurture a supportive and equitable work environment. Equal Employment Opportunity PPGNHAIK is an Equal Opportunity Employer. Equal Opportunity will be provided to all employees and applicants for employment on the basis of their ability and competence without unlawful discrimination on the basis of their race, color, ethnicity, national origin, gender, gender identity, gender expression, sexual orientation, religion, protected veteran status, marital status, age, disability, or any other status protected by applicable state or federal law.

• Own Payroll & Benefits Execution - Ensure accurate, timely, and scalable payroll across all entities (domestic and global). Optimize benefits administration for cost efficiency and employee experience. Build systems that eliminate errors and manual work • Drive HR Compliance (Domestic & Global) - Own all HR-related compliance, policies, and filings across jurisdictions. Ensure adherence to federal, state, and international labor laws. Proactively mitigate risk as we expand into new geographies • Build Scalable Onboarding & Offboarding - Create a seamless onboarding experience that accelerates time-to-productivity. Standardize offboarding processes to reduce risk and maintain compliance. Implement systems that ensure consistency across all locations • Lead HR Integration for M&A - Own HR workstreams for all acquisitions (due diligence through integration). Standardize processes across acquired companies while maintaining speed. Ensure clean transitions across payroll, benefits, compliance, and systems • Systematize HR Operations - Build and optimize HR systems, workflows, and documentation (Talent Ops Hub, SOPs, etc.). Drive automation and process efficiency across all HR functions. Establish KPIs and dashboards to measure operational performance • Partner Cross-Functionally - Work closely with Finance, Legal, Operations, M&A and Talent Acquisition to ensure alignment. Support leadership with data, insights, and operational guidance. Enable hiring managers with clear, simple, and scalable processes.