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People & Culture Operations Manager

3 months ago

Ottawa Ontario HB, Montréal, Canada Mental Health Commission of Canada Full time

Reports To: VP & Chief People & Culture Officer

ORGANIZATIONAL BACKGROUND

The Mental Health Commission of Canada (MHCC) is a non-profit charity organization created to focus national attention on mental health issues and to work to improve the health and social outcomes of people living with mental illness.

The Commission is seen as a leader nationally and internationally in several areas. Building upon the work done to date, the core mandate, and the unique position of the Commission, and guided by Changing Directions Changing Lives: The Mental Health Strategy for Canada, the Commission will focus in the areas of substance use, suicide prevention, population-based initiatives, and engagement. This prioritization will enable the Commission to be successful in meeting its mandate, staying focused, and having a measurable impact for those living with mental illness and their families and caregivers.

POSITION OVERVIEW

Reporting to the VP, Chief People & Culture Officer, The People & Culture Operations Manager is responsible for overseeing the daily operations of the People & Culture department. This role focuses on efficient and seamless use of technologies, processes to support an exceptional employee experience, fostering a positive workplace culture, and ensuring compliance with employment regulations. In this role, the ideal candidate will possess a strategic mindset, exceptional organizational skills, and a passion for developing and maintaining a thriving work environment.

DUTIES & RESPONSIBILITIES

HR Operations Management:

  • Develop, implement, and maintain HR policies and procedures that promote a positive work environment and comply with legal requirements.
  • Ensure accurate and timely processing of payroll, benefits administration and renewal, and other HR-related functions that meet or exceed compliance and audit requirements.
  • Oversee total compensation, salary administration guidelines, annual merit budget proposals, and compensation structure reviews and updates.
  • Manage relationships with external vendors, suppliers and service providers of the People & Culture Function ensuring we have clear agreements, appropriate service levels and timely payment processes in place.
  • Develop and implement standard work procedures and required documentation to streamline data administration processes, ensuring data integrity, compliance, and confidentiality.
  • Foster a culture of continuous improvement, driving ongoing enhancements by identifying service delivery constraints, analyzing root causes, and implementing innovative solutions based on comprehensive data insights and key performance indicators.
  • Monitor key performance indicators (KPIs) to measure team performance and ensure/develop service level agreements (SLAs) are met or exceeded.
  • Drive proactive workforce planning tools to support executives and leaders’ labour plans effectively ensuring appropriate staffing levels and skill sets within the team.

Compliance and Risk Management:

  • Ensure compliance with all applicable labor laws and regulations.
  • Maintain and update employee records and documentation in accordance with legal & audit requirements.
  • Support employee relations issues, conducting investigations as needed by the Employee Experience Department.
  • Actively work cross-departmentally to lead and support Health & Safety requirements managed by the People & Culture function.
  • Support the development of enterprise risk management mitigation plans and strategies for the People & Culture function.

HR Metrics and Reporting:

  • Develop and maintain reporting & dashboards with a focus on ensuring information is timely, accurate, easily sourced and sustained.
  • Monitor and analyze HR metrics to identify trends and areas for improvement.
  • Prepare and present reports on HR activities, including recruitment, turnover, and employee engagement.

Strategic HR Initiatives:

  • Stay up to date with industry trends and emerging technologies related to data management employee support, general human resources, incorporating relevant advancements into the team's practices and processes.
  • Collaborate with senior leadership to develop and implement HR strategies that align with the company’s goals and objectives.
  • Lead HR projects and initiatives as assigned.
  • Work closely within the collective People & Culture team to ensure efforts support our broader functional strategy.
  • Other duties as assigned.

SKILLS, ABILITIES AND EXPERIENCE

  • Proven experience in managing HR operations and strong people leadership skills to motivate and develop team members and indirect partners.
  • In-depth knowledge of HR best practices, employment and payroll laws, and regulations.
  • Excellent verbal and written communication skills.
  • Ability to build strong relationships across all levels of the organization.
  • Strong analytical skills with the ability to interpret HR metrics and data.
  • Proven ability to identify and resolve complex HR issues.
  • Experience in managing HR projects and initiatives from conception to completion.
  • Strong organizational skills with the ability to manage multiple priorities and deadlines.
  • Exceptional organizational skills with the ability to manage multiple tasks and projects simultaneously.
  • Ability to function efficiently under pressure and adapt to changing priorities and demands.
  • High attention to detail to ensure accuracy and compliance in all people operations activities.
  • Proficiency in implementation and utilization of HR systems and technologies.
  • Strong commitment to promoting and implementing diversity and inclusion concepts within people practices and operations.

QUALIFICATIONS

  • Bachelor’s degree in human resources, Business Administration, or a related field.
  • Minimum of 5-7 years of experience in HR management or a similar role.
  • Professional HR certification (e.g., CHRP, CHRL) is preferred.
  • Proficiency in HR software and systems (ADP Preferred), such as HRIS and payroll systems.
  • Demonstrated commitment to diversity, equity, and inclusion in the workplace.
  • Bilingual (French and English) is an asset.

COMPETENCIES

  • Values and Ethics
  • Respectful of Diversity
  • Continuous Learning
  • Results Management
  • Teamwork and Cooperation
  • Empathetic Leadership
  • Oral/Written Communication
  • Health, Safety and Wellness (Physical and Psychological)

PHYSICAL/COGNITIVE DEMANDS

  • Moderate to high periods of time spent in meeting type setting.
  • Extended visual requirements (6 plus hours) due to computer related work.
  • Potentially extended periods of time spent in sitting position (computer work, etc. 5 plus hours).
  • High requirement for multi-tasking and effectively dividing attention to numerous duties and responsibilities.
  • High degree of concentration required.
  • Highly attentive to details.
  • Low level exposure to both extended travel requirements (up to 5% and greater at times).
  • May be required to periodically work beyond 7.5 hours a day based on the needs of the organization.
  • High level of analytical, problem-solving and interpretive requirements.
  • Must be comfortable working in person, virtual and/or open space environments.
  • Must be able to work effectively from home temporarily or as needed; including the availability of reliable internet and working environment (desk, chair etc.).

PSYCHOLOGICAL DEMANDS

  • Monthly/Weekly deadline requirements.
  • Moderate to high level exposure to stress resulting from complex interactions, tight deadlines, and managing multiple stakeholder expectations.
  • High level requirement to maintain concentration for extended periods of time to maximize partner engagement, perform situational strategic analysis and interpretation of data, and minimize errors.
  • Capacity to effectively organize and prioritize own work.
  • High degree of emotional intelligence required to develop and maintain good relationships, communicate clearly, influence and inspire others, work well in a team, and manage conflict.
  • Responsive to possible rapid changes in priorities.
  • Adaptable to change (organizational and environmental).
  • Performance goals and objectives are established yearly and regularly reviewed.

As a pan-Canadian organization committed to Reconciliation, we encourage applications from individuals who identify as Indigenous (First Nations, Inuit, and Métis).

The Mental Health Commission of Canada is committed to diversity in the workplace and workplace well-being. As such, applications from individuals from diverse backgrounds such as First Nations, Inuit, and Métis, members of a visible minority group and those with lived experience of mental health problems or illnesses are welcomed and encouraged.

The Mental Health Commission of Canada welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.

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