People & Culture Manager (Corporate)

People & Culture Manager (Corporate)

Location:

Calgary, AB (hybrid)

Department:

People & Culture

Reports to:

General Counsel

Key Relationships:

All departments within the organization.

Role Purpose/ Summary:

Decibel is seeking a People & Culture Manager to lead all aspects of the employee lifecycle and assist in the development and delivery of people policies, programs, processes and initiatives. Our P&C Manager will play an important role in strategic planning and ensure HR programming can scale to meet organizational objectives. The Manager will have five direct reports supporting the foundational HR base from which the organization will grow and evolve.

About us:

Decibel is a consumer-focused cannabis company focused on delivering products that delight customers through a commitment to robust innovation and product quality. Leading brands General Admission, Qwest and Vox are among its portfolio sold all across Canada as well as internationally, creating a true global footprint. Decibel operates a processing and manufacturing facility in Calgary, Alberta, cultivation facilities in Creston, British Columbia, and Battleford, Saskatchewan and an EUGMP cultivation, processing and manufacturing facility in Chatham, Ontario.

Our culture:

A collaborative work environment that is supportive and encouraging. We don’t believe in the dated culture of a dog-eat-dog workplace – we’re all in this together and we fundamentally believe that success and learning are team accomplishments. We celebrate the collective and believe every role on the team is pivotal – regardless of years of experience.

Our current team is close knit. Anyone who joins the team will be a compliment to the positive and determined energy that flows through dB. You can expect to learn a lot quickly, from passionate and experienced individuals who are committed to supporting your growth.

We live by our “Actions to Live By” - We Grind (persistence and resourcefulness), We Craft (taking care in every detail), We Care (inclusive and passionate about our business) and We Grow (innovation and consistent improvement).

Key responsibilities:

HR Strategy and Leadership:

• Develop and implement HR strategies that align with business objectives and support the organization’s evolving needs
• Act as a trusted advisor to leadership on HR best practices, workforce planning, talent management, and organizational development
• Lead the restructuring of the HR function to improve efficiency and effectiveness, ensuring HR is proactive and not purely administrative

Workforce Planning and Talent Management:

• Partner with department leaders to develop workforce planning strategies, including succession planning and talent development
• Oversee full-cycle recruitment for senior level roles and guide the HR team in managing full-cycle recruitment, ensuring alignment with business needs
• Optimize and integrate the ATS module within the HRIS to streamline the recruitment process
• Develop and implement employee retention and talent management programs, ensuring alignment with organizational goals

Employee Engagement and Relations:

• Develop strategies to measure and improve employee engagement and workplace experience
• Foster a positive work environment by promoting engagement, recognition, and leadership development programs
• Act as a key resource for employee relations, ensuring compliance with employment laws and company policies
• Guide managers and employees in resolving employee relations issues, including coaching, conflict resolution, and performance management
• Conduct investigations and manage conflict resolution to maintain a healthy workplace culture

HRIS Optimization and Process Improvement:

• Lead the transition to a new HRIS, ensuring smooth integration and system optimization
• Oversee the ongoing optimization of the HRIS, improving reporting, automation, and digitalizing HR processes by integration of new modules (ATS, Performance Management, Compensation Planning, etc.)

Compensation, Benefits, and Compliance:

• Own and lead compensation planning, including salary benchmarking, job band reviews, and performance-based compensation strategies
• Oversee payroll and benefits administration in collaboration with the Payroll & Benefits Coordinator
• Ensure compliance with employment laws, health & safety regulations, and HR best practices
• Partner with legal counsel on compliance matters, including terminations, policy development, and labour law compliance

Team Leadership and Development:

• Provide oversight and guidance to the HR team, including HR Coordinators overseeing facilities in BC, AB, SK, and ON, ensuring they are empowered to handle operational HR tasks and continuously improve processes
• Work directly with dB Executive team to develop, manage and implement strategic planning, policies and other key initiatives
• Manage and mentor the Payroll & Benefits Coordinator to ensure accurate payroll and benefits administration
• Championing emerging trends in human resource management, while establishing best practices and ensuring that these practices are leading-edge and relevant to the organizations’ needs and objectives

What we can offer you:

• Competitive base salary
• Access to dB's compensation incentive plans
• Group health and dental benefits
• Huge opportunities for career progression as our organization continues to grow
• Excellent training and development opportunities
• A leadership team dedicated to every employee's development and success

Qualifications:

• A minimum of 8 years of HR experience
• Possesses a combination of generalist and advisory experience, having gained broad exposure to most human resource disciplines
• A minimum of 2-3 years of management experience
• Bachelor’s degree in HR or related experience
• Experience in a start-up or high-growth environment particularly in a manufacturing setting is strongly preferred
• Experience working with ADP is considered an asset
• Proven ability to develop proactive partnerships, lead and participate effectively in teams, and leverage diverse skills of team members
• Proven experience in workforce planning, compensation strategy, HRIS optimization, and process improvement
• CPHR designation preferred (or actively pursuing)

Key Competencies:

• A minimum of 8 years of HR experience
• Critical thinking skills, particularly with regards to the organization’s strategic plan and its connection to its people plan
• Someone who creates an environment that is nimble and quick, and able to react to change
• Someone who shares information in an effective and collaborative manner
• Organized and strong attention to detail
• Ability to work independently
• Motivated and responsible
• Ability to maintain strict confidentiality
• Ability to work in a fast-paced environment

Closing remarks:

We'll be evaluating the ideal candidate against the following criteria:

1) If they're a team player with a can-do attitude

2) If they've demonstrated the ability to grow and develop their skillset

3) If they are inspired to innovate and continuously improve the way they do their work

A lot of the above skills can be taught but bottom line is, we’re most interested in those who have the right attitude.

Not sure if you’re the right fit but still curious? Reach out, we’d love to chat

Equal opportunity employer:

Decibel is an Equal Opportunity Employer. Decibel does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by law. All employment is decided on the basis of qualifications and business need.