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Manager, People
3 weeks ago
The **Manager of People and Culture **will provide oversight and guidance to the employees in the accomplishment of daily activities and support long term projects that are in alignment with the strategic direction of SAA. It is a significant opportunity for an HR leader with strong people and business acumen.
The Manager, People and Culture has primary responsibility for providing overall organizational direction (i.e. cultural and corporate communications) and Human Resources (HR) leadership for managers and employees, to help ensure our organization is engaged and productive while fostering and maintaining a healthy and inclusive culture that aligns with our core values. This includes employee programs and services, such as recruitment, selection, retention, employee benefits and compensation, employee relations, employee communications and employee events.
The Manager, People and Culture will report directly to the VP Corporate Administration & CFO and be responsible for directing the day-to-day HR functions, drafting Executive level reports, providing both technical and managerial leadership through a collaborative approach. The Manager is a strategic partner and expert resource, as this position plays a critical role in ensuring the most qualified talent is sourced, hired and retained to meet the needs of the SAA. T his will include the execution of both daily and long-term pre-emptive management activities, with the objective of continuously improving levels of service to tenants and employees. This position will participate in all matters related to SAA collective bargaining and will also provide oversight of payroll functions and operations.
This role will directly manage 1 direct report and multiple contract service providers with the understanding that SAA’s HR team may grow to meet future demands. As a key member of the Management Team, this is a strategic resource to provide enterprise level expertise in the planning, implementation, and defining the supporting policies/procedure for top employer HR operations. The Manager will participate in overall management of SAA through regular management meetings and processes.
**Key Functions and Responsibilities**:
**HR Operations**:
- Manage and participate in HR projects and initiatives to ensure best practices are in place.
- Maintain, develop, and lead the daily HR activities and services.
- Provide leadership in advising, developing, implementing and monitoring policy and practice in the areas of HR planning, recruitment, performance management, compensation research, employee/labour relations, legislation compliance, occupational safety & health, training & development, cultural diversity & inclusion, and process delivery.
- Lead talent management strategies, activities, and programs including but not limited to talent development, retention and workforce planning to improve organizational effectiveness.
- Manage the activities related to corporate programs including but not limited to new employee orientation, new manager orientation, talent development, leadership, performance and succession management.
- Manage full cycle recruitment, selection and workforce planning processes for all departments; develop effective recruitment strategies and provide coaching, guidance and formal/informal training to hiring managers on issues pertaining to the recruitment and selection processes to attract and select the best talent. Maintain confidentiality throughout the full cycle recruitment process.
- Conducts investigations and issues discipline in accordance with collective agreements.
- Provide input, guidance, advice, strategic thinking, fiscal delivery and HR planning.
- Prepare new hires for onboarding by completing and sending employment letters, contracts, terms, and conditions of employment. Enter new hire information into HRIS, complete and submit necessary documentation to Payroll. Initiate the onboarding & off-boarding process in collaboration with other departments to ensure a positive and seamless experience for employees that are joining or leaving SAA.
- Champion the implementation of new HRIS modules.
- Act as the designated employer representative in the grievance process as required.
- Provide input and analysis on potential risks and recommendations regarding hiring decisions to ensure hiring processes are followed consistently and fairly by all parties.
- Manages the requirements to comply with federal employment equity program including the detailed preparation of the annual reporting.
- Interpret and address labour relations issues, HRIS data, job descriptions, job classifications and evaluations, policies, procedures, legislation, employment law, and collective agreements to advise the corporation on recruitment, retention and training matters.
- Research and implement new HR programs and initiatives, and/or recommend changes to existing policies, processes, and programs; identify potential risks and issues.
- Conduct researc
