Manager, Human Resources

***

**Job Title**: Manager, Human Resources

**Employee Group**: Non-Union

**Department**: Human Resources

**Reports To**: VP, People, and Strategy

**JOB SUMMARY**

**Purpose of the role**: Partnering with the leadership team and the operational leaders, the Manager, Human Resources drives superior business outcomes and enables the organization’s values by creating a workplace culture that promotes compassion, accountability, respect, and empowerment. The HR Manager will collaborate with leaders to develop and implement a people plan that supports team members in bringing their personal best in service of caring for each other and for our patients, residents and clients. The HR Manager will provide leadership in the development and delivery of advanced HR practices focused on fostering a high-performance culture and respectful work environment that attracts, retains and inspires the best talent.

**KEY ACCOUNTABILITIES & SUCCESS** CRITERIA**
- Provide leadership, consultation and execution of key HR functions including: Talent Acquisition, Workforce Planning, Total Rewards & Recognition, Succession Management, Performance Development and Retention.
- Keep abreast of Human Resources best practices and changes in HR employment laws, policies and procedures and share best practices with leaders to facilitate continuous improvement.
- Lead HR strategic initiatives from current state to the desired future state through idea generation, planning, design, implementation, and evaluation.
- Integrate approaches to facilitate equity, diversity, inclusion and Indigenous reconciliation into HR practices and processes.
- Participate as a key member of the People & Strategy leadership team to ensure alignment of practices, processes and systems within the People & Strategy portfolio.
- Establish and maintain strong business relationships with leadership and serve as a valued business advisor on HR functions.
- Address employee questions and concerns.
- Investigate complaints and advise management on appropriate course of action.
- Work with legal counsel as necessary on any legal / HR related matters, including attending any legal proceedings as required.
- Plan and lead negotiation process for all collective agreements for the organization and manage the overall labour strategy to ensure compliance with industry trends and positive management outcomes.
- Cultivate strong working relationships with the senior leadership team, leadership team and operational leads across the organization, regulatory bodies, service partners and other external and internal stakeholders.
- Lead full-cycle recruitment including sourcing, screening, testing, interviewing, reference checking and employee orientation.
- Lead the development and management of all documentation including job descriptions, job postings, interview templates, and employment offers.
- Manage the exit of employees including conducting exit interviews or preparing termination plans and documentation.
- Lead the development and execution of the onboarding and orientation processes for all new employees.
- Develop and implement an employee recognition program with various cost-effective ways to reward achievements.
- Lead quality improvement initiatives in the area of people practices.
- Identify and validate employee lifecycle and talent management gaps in the business through data and root cause analysis to build business cases demonstrating costs and ROI’s of talent management recommendations.
- Monitor and communicate emerging HR trends and issues as they relate to SJLB, including analyzing data and recommending solutions to improve HR practices across the organization.
- Maintain the performance management system including coaching, mentoring, and formal appraisals.
Provide proactive advice using data, insights and analytics to inform business and talendecision-makingng as well as quality improvement initiatives.
- Create and execute change leadership plans to socialize and educate on HR policies and procedures for employees and managers in collaboration with the leadership team.
- Oversee a small team of HR professionals, supporting their performance and ensuring ongoing development through coaching and individual development.
- Plan, lead and manage the design and implementation of policies, procedures and processes within the HR programs.
- Provide leadership and guidance to the HR team to ensure constant process improvement and increased efficiency.
- Develop and implement supporting policies, practices, and systems that comply with relevant legislation, health and safety and other statutory regulations including but not limited to: The Long-Term Care Homes Act and Regulations, Employment Standards, Public Health directives, Ministry of Labour requirements, etc.
- Coordinate policy reviews and analysis including developing and implementing new policies in consultation with senior leadership, and operational leadership.
- Contributes to a transparent cult