Manager, People and Culture

**POSITION**: Manager, People and Culture
**REPORTS TO**: Director, Human Resources
**DEPARTMENT**: Human Resources
**LOCATION**: North Bay
**REFERENCE**: 800-163-25
**SALARY**: $117,312 - $138,008

**WHO WE ARE**:
Ontario Northland Transportation Commission (ONTC) is an Agency of the Province of Ontario that provides efficient and vital transportation services. We are a modern, forward-thinking organization focused on providing safe and reliable transportation services. ONTC has a rich history of over 120 years and strong connections to the communities we serve. With over 900 skilled professionals, we work together to enhance transportation services and ensure that they are sustainable for future generations. We offer a dynamic workplace culture, along with a competitive salary, excellent benefit package, a defined benefit pension plan, paid vacation, paid personal leave days and discounted transportation on our bus and passenger rail services.

**ACCOUNTABILITY STATEMENT**:
The Manager of People and Culture is responsible for shaping and implementing innovative strategies that foster a positive, inclusive, and accessible organizational culture. This role provides strategic leadership across core functions including diversity, equity, and inclusion (DEI); employee engagement; performance management; talent development; organizational change management; and compliance with accessibility and language standards. By driving these initiatives, the Manager of People and Culture plays a critical role in supporting organizational growth, sustainability, and employee well-being, ensuring alignment with the organization’s values, strategic priorities, and commitment to excellence.

**MAJOR DUTIES/ RESPONSIBILITIES**:

- Lead and develop a team consisting of IDEA, Organizational Development and Change Management specialists.
- Lead IDEA initiatives by implementing anti-racism strategies, advancing inclusivity, and creating an accessible workplace aligned with AODA and French Language Services (FLS) standards.
- Embed DEI principles across HR policies, talent development programs, and engagement initiatives to foster a respectful and diverse culture.
- Establish metrics and reporting processes for tracking progress in DEI and accessibility, ensuring accountability and continuous improvement.
- Develop and implement employee engagement strategies that reflect organizational values, foster a respectful and inclusive workplace culture and support initiatives such as recognition and rewards programs to enhance employee satisfaction and retention.
- Lead the design, delivery, and analysis of the annual Employee Engagement Feedback Survey, ensuring results are effectively communicated across the organization and used to inform actionable insights.
- Collaborate with divisional leaders to develop and implement strategies that address survey findings, enhance the employee experience, and foster a culture of engagement, inclusivity, and continuous improvement.
- Partner with leadership and project teams to embed change management strategies that align with organizational goals, enhance employee adoption, and deliver measurable outcomes.
- Develop and implement an organizational change management framework that integrates with project and program management processes, ensuring alignment with organization-wide strategic initiatives.
- Lead a performance management program that aligns individual goals with organizational strategy, supporting growth and accountability.
- Build and facilitate succession planning and talent reviews to build a robust pipeline of internal talent for future roles.
- Work closely with managers to support their skills in managing performance and providing career development opportunities.
- Establish recognition frameworks to motivate high performers and address areas of underperformance.
- Identify and address learning needs within the organization, developing training programs that support skills growth and career development.
- Implement leadership development programs that align with organizational priorities and prepare employees for future roles.
- Evaluate and refine training programs based on participant feedback and performance data to ensure continuous improvement.

**REQUIREMENTS**:

- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred
- CHRP designation required; CHRL preferred
- Minimum of 7-10 years in HR, with demonstrated experience in DEI, performance management, employee engagement, or organizational development
- At least 3 years in a management role, ideally with experience in change management and DEI in a mid-to-large sized organization
- Experience creating and implementing DEI strategies, programs, and policies
- Experience leading and mentoring a team
- Background in designing, managing, or improving performance management systems, including experience with goal setting, performance evaluati