Human Resources Manager

6 months ago

Toronto, Canada The Stop Full time

**The Stop Community Food Centre**

**Internal/External Job Posting**

**Human Resources Manager / HR Manager**

**Full-time, **Permanent**

**Location**:Toronto, ONTARIO

**Human Resources Manager
We are looking for a Human Resources Manager to join our passionate and dedicated team. This is a great opportunity to help define the culture at The Stop and to foster a workplace where trust and passion are present in all we do. The Human Resources Manager will play a key role in implementing people practices to support our strategic vision and goals and reinforce our mission _to increase access to healthy food in a manner that maintains dignity, builds health and community, and challenges inequality_**.**

**ABOUT THE STOP**:
From our origins as one of Canada’s first food banks in the 1980’s, The Stop has blossomed into a thriving community hub where neighbours participate in a broad range of programs that provide healthy food, foster social connections, build food skills, and promote civic engagement. We believe that nutritious, sustainable, and culturally appropriate food is a human right for all.

At The Stop, we hire people who are passionate, dedicated and love what they do. We have a mindset of community support and a culture of collaboration, passion and dedication. Our goal is to deliver, both to our community and to our employees. We are excited to foster an environment that allows people to meet challenges and provides the opportunity to make an impact on the community within which we operate.

**THE OPPORTUNITY**:
In this role, you will report to the Executive Director.

During the initial 18-24 months in the role, you will have dotted-line accountability to a senior HR executive who supports the organization in a consulting capacity. This structure is intended to provide an opportunity to provide you with HR specific mentorship and development while you focus on critical initial priorities.

The vision for your growth in this role will be that, as you gain experience and progress the function, the role will progress to a Director level within approximately 3-5 years.

**CORE RESPONSIBILITIES**:
**_ Fostering a great company culture_**
- Works collectively with the leadership team, the Human Resources consultant and the Board’s HR Committee to help define key elements of the company culture.
- Seeks opportunities to enhance the current culture through the development of an action plan to bridge the gap between current state and desired state. Ensures alignment of company culture within all HR policies, programs and processes and throughout the organization.

**_Enabling team capabilities through training and on-going performance management_**
- Implements and manages on an on-going basis, a performance management program that motivates team members to achieve their highest-quality work.
- Establishes on-going learning and development opportunities within the organization, including training for: on-the-job skills, leadership capabilities, and competency development.
- Develops a career path/succession planning model to help retain high potential, high performing team members.

**_Supporting the hiring and on-boarding of new hires_**
- Implements the full cycle talent acquisition process and recruitment practices that allow for the strategic expansion of our team.
- Facilitates the onboarding process for new hires, ensuring a smooth and effective process.

**_ Creating strong employee and labour relations_**
- Handles grievances, conducts research, negotiates solutions, communicates responses, and prepares for arbitration hearings. Administers the terms of the Collective Bargaining agreement.
- Advises management in the interpretation of the Collective Agreements so that the terms are administered fairly, consistently and pragmatically, promoting a positive culture for union/management relations.

**_Promoting equity, diversity and inclusion (EDI) throughout the organization_**
- Supports a culture of EDI by ensuring HR and company practices and policies are equitable and inclusive, educating team members and managers on EDI best practice.
- Leads the organization’s EDI committee.

**_ Ensuring accuracy, fairness and compliance within HR administrative practices_**
- Administers the company benefit plans, working with organization vendors to ensure competitive plan designs and cost-effective rates and answering any questions from employees.
- Manages all compensation increase requirements outlined within the Collective Agreement and implements compensation plans and practices for non-unionized team members.
- Creates HR processes and protocols to ensure statutory compliance, efficiency and best practice within the function.
- Manages the integrity of the HRIS data, maintaining accurate and up-to-date employee records.
- Tracks HR metrics to measure, analyze and infer decisions from company HR trends.

**QUALIFICATIONS**:

- Bachelor’s Degree and/or college diploma in Human Resources Managem

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