Human Resources Manager

Job Title:
Human Resources Manager

Department:
Administration / Operations

Reports To:
Chief Operating Officer

Location:
Salmon Arm, BC (Primary); Travel to Lumby, Sorrento, Terrace, & Williams Lake required

Employment Status:
Exempt (Salaried Management)

Date Revised:
December 2025

Position Overview

The Human Resources Manager is an experienced individual contributor responsible for executing all end-to-end operational and administrative HR functions across Red Road Recovery's multiple sites. This role focuses on delivering an exceptional employee experience, ensuring daily HR compliance, and proactively managing the employee lifecycle. The Manager acts as the primary hands-on resource for staff and partners with site leadership to ensure all policies and practices uphold Indigenous Cultural Safety and the organization's trauma-informed, recovery-focused mission.

Key Duties & Responsibilities

Talent Acquisition & Onboarding

• Develop and update job descriptions for clinical, support, culinary, and administrative roles.
• Manage the recruitment cycle: posting jobs, screening resumes, conducting initial interviews/screening, and coordinating hiring manager interviews.
• Credentialing:
  Verify professional licenses (RCC, CCAC, RSW), First Aid certifications, and driver's abstracts.
• Safety Checks:
  Execute mandatory Criminal Record Checks (Vulnerable Sector) for all new hires prior to their start date.
• Facilitate the New Hire Orientation program, ensuring all staff receive training on:
• Code of Ethics & Conduct.
• Indigenous Cultural Safety.
• Emergency Procedures & Naloxone Training.

Employee Relations & Performance Management

• Consult and guide leaders on a broad range of HR issues, including absenteeism, conflict resolution, terminations, return-to-work accommodations, and performance management.
• Administer corrective action policies, providing guidance to managers and leading conversations to ensure fair and consistent application.
• Conduct exit interviews and analyze turnover data to recommend retention strategies.

Compliance, Policy & Administration

• Legislation:
  Monitor changes in BC Labour Laws and update the
  Employee Handbook
  annually or as required.
• Records Management:
  Maintain digital and physical personnel files ensuring they meet CARF/Accreditation Canada standards.
• Payroll Support:
  Verify timesheets, overtime, and statutory holiday pay calculations before submission to Finance/Payroll.

Benefits Administration & Total Rewards

• Plan Administrator:
  Act as the primary Plan Administrator for the organization's Group Health, Dental, and Extended Health benefits programs.
• Lifecycle Management:
  Manage all benefit enrollments for new hires, process life status changes (e.g., adding dependents), and ensure timely termination of coverage for departing employees to prevent overpayment.
• Disability Management:
  Manage Short-Term (STD) and Long-Term Disability (LTD) claims (non-occupational). Coordinate with insurance case managers and medical professionals to facilitate adjudication and eventual return-to-work plans.
• Coordination of Benefits:
  Assist staff in understanding how the company plan integrates with other coverage, including provincial plans or
  First Nations Health Authority (FNHA)
  benefits, to maximize their coverage.
• Wellness & EAP:
  Promote the Employee Assistance Program (EAP) and mental health resources to staff, ensuring the team knows how to access counseling and support services confidentially.

Health, Safety & Disability Management

• Chair or participate in the Occupational Health & Safety Committee.
• Manage all WorkSafeBC claims (Form 7s), acting as the employer representative for case management and appeals.
• Develop and oversee Return-to-Work (RTW) plans for employees returning from medical or stress leave.
• Ensure compliance with communicable disease prevention plans and staff immunization records.

Qualifications

Education & Certification:

• Bachelor's Degree in Human Resources, Business Administration, or related field required.
• CPHR (Chartered Professional in Human Resources) designation or candidacy required.

Experience:

• Minimum 3–5 years of generalist HR experience.
• Experience in Healthcare, Mental Health, Non-Profit, or Residential Care settings is strongly preferred.
• Minimum 2 years of direct experience administering group benefits plans, including enrollment, life events, and interacting with insurance carriers.
• Proven experience managing WorkSafeBC claims and complex employee relations cases.

Technical Skills:

• Proficiency with HRIS software and Payroll systems.
• Strong knowledge of the
  BC Employment Standards Act
  and
  Human Rights Code
  .

Working Conditions

• Physical Environment:
  Office setting occasionally located within a residential addiction treatment facility. Frequent interaction with clients in early recovery.
• Travel:
  Regular travel (approx. 20%) between Sorrento, Lumby, and Terrace locations. Valid Class 5 Driver's License and reliable vehicle required.
• Hours of Work:
  Standard business hours (Monday–Friday). However, must be available via phone for urgent HR emergencies (e.g., critical incidents) outside of standard hours.
• Psychological Safety:
  Exposure to sensitive stories of addiction and trauma. The incumbent must maintain strong professional boundaries and self-care practices.

Key Role Considerations

1. Job Scope & Impact

This role significantly impacts the organization's clinical service delivery and overall therapeutic environment by ensuring a culturally safe and positive workplace. The Human Resources Manager oversees effective talent management for specialized clinical, support, and cultural staff, and ensures compliance with both labour and healthcare/accreditation regulations. Decisions and recommendations directly affect employee experience, client safety and outcomes, morale, and the organization's ability to maintain high-quality recovery services.

2. Problem-Solving & Judgment

The Human Resources Manager deals with complex and highly sensitive HR issues specific to a residential mental health and addiction environment. These include managing burnout and vicarious trauma, handling potential boundary violations or ethical breaches, and supporting staff with lived experience in recovery. Strong analytical skills, sound judgment, absolute confidentiality, a trauma-informed approach, and the ability to develop and implement effective solutions are crucial for maintaining a therapeutic and professional setting.

3. Relationships & Influence

Building and maintaining strong, trusting relationships with all levels of the workforce—from clinical counselors and cultural staff to support workers and senior leadership—is essential. The Human Resources Manager utilizes influence, deep cultural competence, and strategic communication to gain buy-in for HR initiatives that prioritize cultural safety, employee wellness, and adherence to therapeutic boundaries across multiple sites.

4. Knowledge & Expertise

This role requires a comprehensive understanding of core HR principles, policies, BC employment law, and regulations specific to the health care/addiction treatment industry (e.g., professional standards of practice, privacy legislation, and accreditation requirements). Expertise in Indigenous cultural safety and a practical understanding of the dynamics of recovery and residential care are mandatory.

5. Human Resources Policy Development

Red Road Recovery is a fast-growing organization. The Human Resources Manager will leverage their experience to develop HR policies and procedures necessary to carry the company forward.