2023-014 Manager, Human Resources

**Developmental Services of Leeds and Grenville**

**Position**:Manager, Human Resources

**Status**:Permanent Full-time

**Hours of work**:72.5 hours bi-weekly

**Location**:Brockville, Leeds Grenville

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The position of Human Resources Manager is responsible for advising the Executive Director, Senior Team and Direct Service Managers with regards to the Human Resources management practices and functions of the Agency. This includes related laws and HR practices to ensure compliance with the related statutes. The position ensures best practice and manages the implementation of the Collective Agreement and related labour relations such as collective bargaining, grievances and arbitrations. The Human Resources Manager provides consultation and management of the Recruitment and Retention process, Core Competency System, and oversees the implementation of related policies and procedures.

**MINIMUM QUALIFICATIONS AND REQUIREMENTS**:

- Preferred Completion of the CHRL or working towards
- Related University Degree, in Human Resources, Labour Relations or Business
- 5 years’ experience in a Senior Human Resources role
- Experience working within a unionized environment is an asset
- Valid Ontario driver’s license

**1. **MANAGING THE HUMAN RESOURCES PRACTICES AND LABOUR RELATIONS REQUIREMENTS BY**:

- Providing internal Human Resources Consultation and direction to Directors, Managers, Union members, Employees and the public with regards to DSLG’s Human Resource Practices, Policies and ensuring they align with the Vision, Mission and Values of DSLG.
- Maintaining and managing the Grievance System, Dispute Resolution, Labour Arbitration activities and outcomes while maintaining the security of the supporting documents.
- Supporting and informing management on the requirements of the Collective Agreement and related legislation in order to ensure a clear and fair operating structure for staff and management.
- Working with or recommending legal counsel to represent the Agency and providing support to Counsel by gathering or presenting information that is required.
- Building a trusting and factual relationship with the Union leadership and its local members, through open and factual information exchange.
- Supporting and educating managers with regards to changes in labour practice and best Human Resources practice.
- Participating as a member of the DSLG Management Team.

**2. **OVERSEES THE DAILY HUMAN RESOURCES BY**:

- Managing the recruitment and selection process for the Agency by ensuring that the established recruitment and retention process is designed to recruit and retain individuals who have the competencies, talents, commitment for the DS Sector and the credential to provide high quality service.
- Supporting functional managers during the probationary and annual review period to comply with Agency’s Core Competency Process and ensuring accurate and timely completion of documents.
- Providing consultation and support to Managers to respond to employee issues, coach managers and individuals to deal with difficult situations and monitor any potential implications
- Preparing Quarterly Human Resources Reports for Management that indicate labour relations issues, recruitment and retention, health and safety violations, attendance management concerns and incidental serious matters.

**3. **MAINTAINS THE ORGANIZATIONAL STRUCTURE BY**:

- Overseeing or develop models of effective organizational design, for groups establishing organization charts, position evaluations and monitoring position changes and the impact on other structures.

**4. **MONITORS POLICY DEVELOPMENT AND APPLICATION BY**:

- Maintaining the related HR policies and procedures ensuring a schedule of review.
- Developing new policies and procedures as change occurs or new legislation is enacted.
- Drafting, consulting and communicating implementing and supporting new or existing policies to ensure they meet the requirements of the law and have a clear understanding of the intent and the outcome.
- Monitoring changes in statutes and implications or liabilities for the Agency.
- Maintaining an ongoing review of policies and HR documents.

**5. **RESPONDS TO EMPLOYEE COMPLAINTS OR ALLEGATIONS BY**:

- Taking the initial information regarding the complaint or allegation.
- Assessing the nature of the complaint and related policy and assigning the complaint to the party who is best skilled to address the issues.
- Ensuring that the process that is carried out is consistent with the Policies and Procedures of the Agency.
- Treating all complaints or allegations confidential and seriously.
- Maintaining the confidential files as required.
- If required, referring the allegations to a third party for action or review

**6. **PARTICIPATES IN THE MANAGEMENT TEAM AND ADMINISTRATION BY**:

- Participating as a member of the management team, establishing organizational policy and goals, monitoring legislative requirements and compliance and wo