Human Resources Manager

**HUMAN RESOURCES MANAGER**

**Purpose of Role**

The Human Resources Manager (HRM) works closely with Tamir’s leadership team to promote a healthy and inclusive work culture, job satisfaction, positive relationships, employee engagement and professional development.

Reporting to the Human Resource Director (HRD), the HRM leads the HR team through the full cycle of Talent Management activities (recruitment, selection, onboarding, training, development, engagement/retention, performance management and succession planning), administers Tamir’s total rewards strategy (pension, benefits, compensation and classification) and offerings, and supports all Employee Health and safety functions as well as Employee and labour relations.

The HRM supports consistent and standardized HR policies and processes and approaches this support with a mindset of continuous quality improvement while promoting a culture of teamwork, learning and ensuring the team is supported with training, tools/resources as needed to be successful.

The HRM is aware of and maintains up to date knowledge of any changes relevant to labour legislation and HR best practices and is accountable for ensuring that Tamir’s practices are aligned with legislative requirements and best practices at all times.

With regards to Tamir’s strategic plan, the incumbent plays an important role as a change agent and is tasked with the responsibility of ensuring that change efforts go smoothly.

The HRM supervises and supports the HR Coordinator (HRC) and the Scheduling Coordinator.

**Role and Key Responsibilities**
- **Talent acquisition and retention**_
- Lead the development of a proactive Talent acquisition and retention strategy, and operationalizes strategy to ensure Tamir has the right people, in the right place at the right time to support the organization in executing its strategic plan.
- Manage the talent acquisition process, which includes recruitment, selection, interviewing and hiring of qualified job applicants, onboarding, training, performance feedback, professional development and retention.
- **Training and Development**_
- Develop a plan that is comprehensive and supports the performance evaluation program; one that includes all required mandatory training, training that enhances job duties and will improve service delivery and practices as well as facilitate the implementation of the strategic plan.
- Partner with the leadership team to understand present and future skills and competencies to recommend and provide appropriate learning opportunities for leaders.
- Create learning and development programs and initiatives that provide internal and external development opportunities for employees.
- **Total rewards**_
- Analyze trends in compensation and benefits, research and propose competitive salary and benefits programs to ensure the organization attracts and retains top talent.
- Ensure compensation and benefits programs are communicated appropriately.
- Determine employee eligibility and manage enrolment, changes, terminations, claims, etc.
- Inform employees of their benefit options and respond to inquiries from employees.
- **Employee and Labour Relations**_
- Provide expert advice and guidance on the interpretation and implementation of the collective agreement, labour and employment legislation, as well as HR policies and procedures.
- Provide centralized oversight for key labour relations activities.
- Collaborate with appropriate stakeholders on employee relations and conflict resolution as required, balancing risk mitigation and employee experience.
- Conduct labour management meetings and act as primary liaison with the bargaining unit.
- Investigate, document and respond to grievances up to stage 2. Recommend appropriate measures for grievances taken further.
- Oversee employee disciplinary meetings, investigations and terminations.
- **Health and Safety**_
- Lead Health and Safety programs to ensure a safe and secure work environment through best practices to foster physical and psychological health, effective disability claims management, strong working relationships with key stakeholders, and knowledge of legislative requirements throughout the organization.
- **Other responsibilities**_
- Perform other duties, as required.
- Note: This job description does not provide an exhaustive list of responsibilities and duties._

**Required Skills/Abilities**
- Inspirational leadership to create a sense of direction and purpose for leaders and employees in promoting a healthy and inclusive work culture, job satisfaction, positive relationships and employee engagement.
- Strong client focus to strive for optimal client service and employee experience. Ability to develop rapport with co-workers and leaders to develop an understanding of their needs.
- Excellent interpersonal, negotiation and conflict resolution skills. Ability to influence and manage complex situations with tact and diplomacy.
- Excellent organizational skills, wit