Human Resources Manager

Hope and Area Transition Society Human Resources Manager

**Position Title**: MANAGER, HUMAN RESOURCES

**Reports to**: Executive Director

**Job Location**: 400 Park Street

**Job Overview**

Reporting to the Executive Director, the Manager, Human Resources is responsible for developing and implementing effective, consistent, and legal human resources practices grounded in a commitment to equity, diversity, and inclusion. The position oversees all people and culture functions including employee and labour relations, recruitment and selection, training and development, compensation and benefits, performance management, occupational health and safety, and regulation compliance. The Manager, Human Resources works collaboratively across the organization to support employee engagement and optimize service delivery and sustainability.

**Organizational Status**

Hope & Area Transition Society (HATS) is a non-profit society based in Hope, BC that provides client-centered programs/services to individuals and families. Through a trauma-informed approach, HATS offers housing, advocacy and education to build resiliency, empowerment and inclusion. HATS currently employs over 60 staff members who support its programs and services.

**Responsibilities and Duties**

**HR Operations & Administration**:

- Provide advice and represent the organization in complex and sensitive matters regarding labour relations, human rights, accommodation, workplace investigations, settlement negotiations, employee privacy, disability management, and return-to-work
- Oversee the day-to-day operations of the human resources department
- Monitor the operational and service delivery requirements of the organization (e.g., staffing/talent levels, opportunities, challenges, etc.) and develop related strategic human resource solutions and services
- Design and implement human resource projects to enhance human resources processes, programs, and services
- Develop and modify human resources policies and procedures, and advise management in implementing the changes
- Ensure legal compliance with relevant provincial and federal legislation, including WorkSafeBC regulations
- Ensure digital and hard-copy employee records are current, accurate, complete and secure
- Maintain key metrics and provide reports to the Director, Finance & Administration
- Develop and manage the departmental operating budget
- Foster and maintain a safe and respectful work environment for staff, supporting a culture of excellence

**Employee & Labour Relations**:

- Provide advice and guidance to the senior leadership team and management pertaining to the interpretation and administration of policies, procedures and employee agreements
- Ensure HR policies, procedures and job descriptions are developed, reviewed regularly, and meet legislation requirements, such as the _Employment Standards Act_ and WorkSafeBC
- Guide negotiations and ensure compliance with CSSEA and the union regarding the Collective Agreement, local issues agreement, complaints, or grievances
- Participate in the Joint Occupational Health and Safety Committee
- Monitor employees’ time and attendance, and manage attendance issues including absenteeism, overtime, flextime, leave requests, vacations, etc.

**Recruitment & Selection**:

- Provide strategic leadership and direction to the senior leadership team and management on the recruitment, selection and onboarding processes for new employees
- Promote justice, equity, diversity and inclusion in the workforce by removing barriers to employment and providing education to support diverse hiring; ensures managers/supervisors are conducting appropriate onboarding processes

**Compensation & Benefits**:

- Provide strategic leadership and direction on total compensation strategies to ensure the attraction and retention of quality staff
- Work collaboratively with the senior leadership team to review compensation and benefit programs
- Ensure proper policies, procedures and systems are in place to accurately deliver pay and benefits
- Oversee compensation review and role evaluation processes as required

**Training & Development**:

- Ensure employees are appropriately trained and aligned with HATS’ mission, principles, values, policies and procedures
- Oversee the development of diverse and creative professional development opportunities that support the employees’ knowledge, skills and competencies
- Grow the organization’s expertise in coaching, feedback and development

**Performance Management**:

- Develop and implement performance management processes and systems that reflect organizational goals and objectives

**Occupational Health & Safety**:

- Develop and implement occupational health and safety policies and procedures
- Provide a strategic analysis of the health and wellness of service providers to ensure employee needs are met and long-term solutions are found
- Assist employees in developing safety training, metrics and health and safety