Human Resources Manager

Scarborough Centre for Healthy Communities (SCHC) is dedicated to meeting the diverse, holistic health needs of the people of Scarborough by addressing the physical, mental, social, financial and environmental aspects of their health. By promoting healthy lifestyles and delivering a comprehensive range of culturally competent health and social services, we cultivate vital and connected communities.

Human Resources Manager Reports To Chief Financial and Administrative Officer

Summary

The HR Manager provides leadership across all lines within the SCHC by establishing HR strategic directions. The Manager is the point person for all labour relations, and works respectfully and openly with the Union representing SCHC’s non-managerial and non-exempt employees. The Manager is also responsible for HR planning, policies and procedures, operations and performance. The Manager leads an HR generalist dedicated to recruiting and supporting employees providing services to clients.

HR planning and operations

· Strategically plan for the organization's human capital needs in concert with other managers. · Contribute to the development and execution of the organization's strategic HR plan. · Oversee all of the Human Resources department operations and processes. · Accumulate and analyze unionized and non-union compensation and benefits information, and ensure payroll is provided with the necessary information required to administer accurate benefit coverage. · Support recruitment by establishing processes and creating recruitment tools, and providing assistance to recruiting managers. · Oversee the onboarding process for the new hire to ensure that the new hires experience a smooth onboarding to their roles and get a warm welcome. · Ensure the organization is in full compliance with legislation including Human Rights, Employment Equity, Occupational Health and Safety, Employment and Labour Legislation and standards, Human rights, and represent management on the Joint Health and Safety Committee. · Monitor and prepare relevant reports. · Provide specialist advice to leadership and managers on HR matters, and serve as a link between management and employees by handling questions, interpreting and administering contracts and policies, striving to resolve work-related issues such as conflicts, harassments, discrimination, etc. · Assist in the formal investigation and reporting of accidents/incidents. · Prepare and adhere to the department budget.

Labour relations

· Lead the development, implementation, monitoring, evaluation of the organization’s labour relations strategies and procedures. · Provide leadership in labour relations, negotiations and collective agreements. · Advise senior management on all labour relations matters, including employee problem-solving tools, incentives, benefits, and training programs. · Assist management in effective grievance procedures, alternative dispute resolution processes, step two grievances, labour contract negotiations and arbitration procedures. · Maintain effective relationships and liaison with union representatives as the organization’s representative on labour relations issues. · Monitor labour relations related documentation to ensure accuracy, consistency, and relevance. · Act as the organization’s representative and resource to legal counsel on labour relations matters.

HR performance

· Provide leadership in developing and implementing employee relation planning strategies in keeping with the organization's strategic directions. · Implement and manage appropriate and effective performance management processes, including Key Performance Indicators, and a meaningful succession planning program. · Assist managers in the performance management process and monitor employee engagement programs. · Compile and analyze statistical reports and metrics concerning personnel-related data such as turnover, cost of vacancy, grievance resolution and absenteeism rates, and develop recommendations for improvement. Work with the finance and senior management team to understand the financial impact of people decisions on the organization. · Conduct employee exit interviews.

Policy and procedure

· Design and assist in implementing new or existing policies and procedures pertaining to all aspects of the human resources function. · Recommend new policies and procedures to effect improvements and organizational efficiencies on a continuous, as-needed basis. · Review existing and forthcoming legislation to determine labour relations impact on the organization; make recommendations regarding legislation. · Provide support to management on human resources policies and procedures.

Training, development and support

· Contribute to the design and development of training and development programs for all staff. · Facilitate training and development programs for employees and managers. · Develop and institute effective mentorship and coaching management techniques, where applicable. · Advise and assist departmental managers on the interpretation and administration of policies, programs and best practices for professional development. · Inform employees about policies, job duties, working conditions, wages, and opportunities for promotion.

Other duties

· Accepts lead roles, special projects and other duties assigned by the CFAO or leadership.

Qualifications and Experience

· Post-Secondary diploma in Human Resources Management or related field, or relevant experience · University degree in Business Administration, Human Resources or Labour Relations preferred. · Minimum 7 years' Human Resources experience, including experience as an HR leader of a unionized organization. · , CHRL or CHRE designation is required, and Certified coach accreditation is an asset. · Sound management and administration skills to design and coordinate the implementation of human resources programs and procedures. · Excellent knowledge of employment legislation, employment equity concepts, recruitment techniques, policy development, techniques of training and development, organizational design strategies, occupational health and safety, and benefit administration. · Experience in collective bargaining and managing the administration of collective agreements within a unionized environment; demonstrated experience in being the corporate spokesperson during contract negotiations, mediation, and arbitration is a requirement. · Excellent knowledge of computerized programs, including Microsoft Office, Microsoft Publisher, Excel and PowerPoint.

Desired Qualities

· Superior strategic, leadership and communication skills. · Able to maintain a high level of energy and motivation, and possess good listening skills. · Exhibit human resource operational and strategic capabilities combined with solid business acumen and financial discipline. · Comfortable developing and leading change management initiatives. · Ability to work well under pressure, individually and as part of a team. · Pragmatism, approachability, and good judgment. · Proven conflict resolution and negotiation skills.

Motor vehicle license

Use of a personal vehicle and proof of an automobile insurance policy.

Security

A satisfactory Police Records Check for persons working in the vulnerable sector will be mandatory for the successful candidate.

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