People and Culture Manager

**POSITION OVERVIEW**

The primary role of the **People and Culture Manager - Projects** is to be the Lead for the PEOPLE element of our Growth strategy by executing our People & Culture plan during the various phases of the projects (P500 & DIW). This will be achieved through partnering with business leaders throughout the organization, working in collaboration to identify team skill gaps, building development plans to upskill, designing and executing the recruitment plans to acquire additional skills and facilitating our programs throughout the process.

**KEY RESPONSIBILITY AREAS**

***People Strategy Execution**
- Facilities change leadership throughout the planning and execution of the project by modelling resiliency, adaptability and respect through living our CORE values.
- Partners with business leaders by facilitating a collaborative and inclusive work environment providing leadership, guidance and coaching, training throughout the various phases of our People initiatives.
- Leads the pull planning process for People & Culture, this includes working with functional managers/supervisors to identify, assess, oversee training development plans and plan for future skills needed and timelines for acquiring the talent.

*** Talent Acquisition**
- Participates in the workforce planning process, including forecasting needs, working with the leadership in our various functional areas.
- Partners with Managers on recruitment strategies and techniques for recruiting employees that fit with the VNI culture/values.
- Oversees and/or participates in the recruitment process for all job vacancies associated to the growth strategy to ensure alignment with organization competencies; creating job descriptions, defining the recruitment plan and selection process, offers of employment and oversees the onboarding process.
- Provides direction and guidance to other People & Culture staff participating and supporting the recruitment & people strategy execution.

**People Programs & Policy**
- Develops, enhances, and implements HR policies, practices, and processes consistent with current regulatory requirements and operational needs.
- Provides guidance, interpretation and coaching to Managers, Supervisors and staff on all human resources issues related to company HR policies and practices, performance issues, employment law, and grievance resolution.

**Learning & Development**
- Participates in the development and delivery of organizational learning development solutions and programs to enhance internal skill-set and capabilities.
- Deliver HR relevant training associated with the Learning and Development organizational initiatives.
- Participate in the development and implementation of contemporary best practice and innovative people programs.

**Leadership & Human Resources**
- Develops strong, sustained working relationships with organizational leaders at all levels to support the execution of HR programs and processes.
- Champions the benefits of our HR programs that contribute to the overall health of our organizational culture.
- Develop positive cross functional/department relationships.

***COMPETENCIES (Knowledge, Skills, Ability)**
- Demonstrates leadership skills, including; change leadership, collaborative interpersonal skills, ability to motivate and influence, and results oriented.
- Maintains current knowledge of the various BC employment legislation and other HR related regulations.
- Competent at developing HR policies and delivering various HR programs.
- Exhibits professional maturity, confidence and competence.
- Strong verbal and written communication skills with the proven ability to communicate one-on-one and in group settings.
- Problem solver with solid analytical skills and the ability to trouble shoot as the need arises. Involves staff in the decision-making process.
- Ability to interpret and translate ambiguous situations into a structured format with clear deliverables.
- Project management.

**MINIMUM QUALIFICATIONS**
- Post-secondary degree in a Human Resources Program or related social science field.
- 5+ years progressive HR work experience in a Sr. HR Generalist or Leadership role, preferably within a food processing/manufacturing environment.
- CPHR designation (or CPHR Candidacy) would be an asset.
- Strong people orientation balanced with an understanding of business needs.
- Experience in change management/leadership.
- Proven ability to engage with company leaders and managers to drive desired culture, work environment, and employee engagement.
- Professional verbal and written communication skills, both one-on-one and to groups.
- Experience in a culturally diverse work environment.
- Fluent in Windows / MS Office environment and exposure to HR information systems.
- Capability to work in a team environment with varied departments and diverse personalities. Ability to work independently with mínimal supervision.

**EMPLOYER SUMMARY**:
Vitalus Nutrition’s purpose is, “Improvi