Human Resources Business Partner

Who we are

Gildan is a leading manufacturer of everyday basic apparel, with a strong portfolio of brands, including Gildan®, Hanes®, Comfort Colors®, American Apparel®, ALLPRO™, GOLDTOE®, Peds®, Bali®, Playtex®, Maidenform®, Bonds®, as well as Champion® which is under an exclusive licensing agreement for the printwear channel in the U.S. and Canada.

Gildan owns and operates vertically integrated, large-scale manufacturing facilities which are primarily located in Central America, the Caribbean, North America, and Asia. Gildan operates with a strong commitment to industry-leading labour, environmental and governance practices throughout its supply chain in accordance with its comprehensive ESG program embedded in Gildan's long-term business strategy. Together with our global team of dedicated employees, Gildan is united in its vision of Making Apparel Better®. Discover the full scale of Gildan and prepare to be surprised at gildancorp.com.

The Human Resources Business Partner is accountable to assist in assessing, implementing, collaborating, monitoring and achieving a world class distribution and/ or manufacturing system.   Provides secondary HR leadership & business partnership to a DC or MFG facility.  Help to provide HR leadership & accountability across a full range of HR functions including ownership of comprehensive employee relations initiatives, supporting the company’s global code of conduct, and knowledge to drive workforce planning to achieve OPC initiatives and talent management (development, succession, planning, acquisition & retention).  Aids in being accountable for positive facility cultures, diversity, effectiveness and business compliance.  Helps to assures that accountable and consistent application of all HR policies, processes, and systems occurs within the facility.  May become certified in Crucial Conversations, DDI, and/or any other organizational development and/or leadership training programs and will deliver such training in accordance with our talent development strategies. 

Provides guidance to Dept. Managers, Supervisors, and associates on problems originating from individual work situations or work environment. Advises and assists associates, upon request, to resolve problems. Counsels management and associates on complaints. Takes appropriate steps to see that they are resolved or channeled to Open Door Procedures, if necessary.  Interacts with facility leadership, HR leadership and other stakeholders to assure strategic initiatives are clearly articulated, understood and achieved.

Accountable to drive positive, best-in-class company culture and leads by example.  Assures a safe, positive, experientially-diverse and achievement-focused workplace that is in full compliance with HBI Code of Conduct. 

Advises management on the responsibility of the company under the Fair Labor Standards Act, Equal Employment Opportunity Act, Workers Compensation Act, and other government statues and programs affecting personnel administration or the health and safety of associates.  Coordinate Affirmative Action Program record keeping assuring appropriate employment actions are maintained. Maintain Affirmative Action Program and EEO Reporting.

Ensures that all procedures are followed with the corporate office teams for compensation, benefits, payroll (including running and reporting payroll on a bi-weekly basis), talent acquisition, GEC week, etc.

Ensures that new associates receive proper orientation. Works with various supervisors, managers, on monitoring and continually upgrading on-the-job training, as needed.  Assist with associate training activities, such as HbI University, classes, seminars, conferences and schools.  Coordinates special meetings of associates and training classes, as requested by management, to ensure that each associate is kept current and informed of organizational issues, including annual Code of Conduct training.

Responsible for recruiting, screening, and interviewing potential associates.  Coordinate all internal and external posting activities for both hourly and salaried employees, internally, through Gildan's talent acquisition department/system.

Identifies and leads and/or participates on employee committees, teams and planning processes to assure process improvement is integrated into the daily operations of assigned facilities. 

Coordinate human resources activities in the absence of the HR Manager.

Requirements:

Associate's degree (or 6+ yrs of progressive HR accountability)

At least 4 years of progressive HR experience.

A subject-matter expert in many areas of HR administration including but not limited to any combination of policies and procedures, recruitment, compensation, benefits, labor relations, employee relations, organizational development, and/or talent management. 

Experience with Dayforce a plus!

What’s in it for you?

• Join a publicly traded company dual-listed on NYSE and TSX with great potential
• Be part of a workplace where meaningful connections and teamwork are celebrated
• From local to international, be ready to work alongside a diverse group of colleagues
• Benefit from mentorship and continuous development opportunities
• Take advantage of our attractive benefits packages

We want to get to know you better! Please include your transferrable skills and unique experience in your application to help us learn more about you.

We thank all applicants for their interest, however, only those selected for interviews will be contacted.

Find your fit with us

We are committed to ensuring that everyone, across every background and identity, feels respected, supported, and able to thrive. Come as you are and #FindYourFit at Gildan. Tailor the future of your own career.