Human Resources Manager

KRP is currently in search of a Human Resources Manager who will act as a brand ambassador, with a primary focus on recruitment and growing the Firm’s exposure in the talent community. This position includes building and fostering strong relationships, working closely with community partners as well as creating brand awareness initiatives and developing strategies to advance people programs at KRP.

You will also help build new initiatives and processes, leveraging Human Resources as a tool to build a culture of inclusivity, creativity, and accountability. Through employee experience focused programs including recruitment, onboarding, professional development and training, and performance management, your work will support a people-centered organization.

**What You’ll Be Doing**:

- **Lead full-cycle recruitment**, in order to drive engagement, grow membership, and attract top-tier talent to our growing Firm.
- **Take ownership of our Emerging Talent strategy,** bringing our student programs to life with respect to talent attraction, acquisition, employee engagement, and development.
- **Build relationships with a variety of external stakeholders**, post-secondary institutions, and governing boards as well as internal clients and teams, spanning all practice areas.
- **Consult with the Director of Human Resources** to evaluate organizational and operational structures, while identifying potential mentorships within Talent Families.
- **Foster change throughout the organization** and ensure that talent strategies are aligned with the Firm’s culture.
- **Take ownership, with the other members of the Human Resources team,** to cultivate an exceptional employee experience by participating in projects across workforce planning, learning and development, succession planning, compensation, employee engagement, benefits, and compliance.
- **Elevate our CPA Program, from recruitment to onboarding**, with a formalized approach to employee training, professional development, and mentorship.
- **Optimize “moments that matter” in the employee lifecycle**, including performance feedback cycles, recognition, spot rewards, and employee engagement.
- **Escalate and discuss performance and discipline concerns** with Managers / Mentors when issues move beyond first-level coaching.
- **Collaborate with the Human Resources Advisor to utilize social media channels** and participate in a variety of engaging events with the goal of optimizing the Firm’s exposure.
- **Partner across the business with leaders** to deliver talent lifecycle events including, but not limited to, performance management, compensation planning, workforce planning, and other talent programs.
- **Work directly with Managers to identify opportunities** for improvement and to ensure our students are realizing value from our people programs.
- **Participate in special projects and experiments **aimed at improving business and people operations.

**Example Initiatives / Scope Includes**:
**In The First Month, Expect To**
- Begin initial scoping of assigned functional initiative.
- Understand and assess current recruitment tactics, targets, and technology.
- Train on our Emerging Talent, spanning the CPA Articling and Co-Op Programs.

**In The First Three Months, Expect To**
- Meet with your primary stakeholder groups to understand the business and people programs.
- Work alongside Managers / Mentors to determine performance outcomes, solicit recommendations, and support individual student plans.
- In collaboration with the Director of Human Resources, conduct onboarding of our October new starts.

**In The First Six Months, Expect To**
- In tandem with the HR and business knowledge leaders, redefine and roll-out onboarding programs, across all levels at the Firm, for new Managers, Seniors, Technicians, and Administration.
- Master the HR technology stack, including ADP, Work Dove, and Spark Hire.
- Standardize talent profiles in ADP for better line of sight for advancement and succession planning.

**In The First Year, Expect To**
- Successfully maintain and fulfill recruitment targets.
- Lead the Emerging Talent / student strategy and ensure it’s woven into practices, systems, and culture.
- Serve as a brand ambassador and create exposure for the Firm via recruitment fairs and events.
- Own or assume a key role in the ongoing execution and further enhancement of career progression and development of our people.

**Ideally, you’ll join our team with the following**
- 3+ years of experience across Human Resources, Talent Acquisition, or People Operations.
- An undergraduate degree or diploma in Human Resources or Business.
- Certified or pursuing the Registered Professional Recruiter (RPR) designation.
- Certified or pursuing the Chartered Professional in Human Resources (CPHR) designation.
- Certified or pursuing LaMarsh or PROSCI in Change Management.
- An awareness of business drivers and how People Operations support business growth.
- An aw