People Operations Manager

Location
Near Casa Loma
Salary
$60,000 per year + benefits and full tuition remission for any dependents
Posted
August 2, 2018
Closes
October 1, 2018
Job Level
Manager, Professional
Employment Type
Permanent
Designations Required/Preferred
CHRL, CHRP

JOB TITLE: People Operations Manager
JOB SUMMARY: The People Operations Manager will develop strong partnerships with school leadership and will act as a strategic business partner, coach and consultant for all aspects of human resources. In addition, the People Operations Manager will develop and ensure consistency and compliance in human resources policies and procedures; provide quality HR services and manage various HR projects, programs and initiatives.
Location
250 Madison
Department
Administration
Reports to
School Facilitator / Board of Directors
Direct Reports
None
SPECIFIC ACCOUNTABILITIES
1. Staffing / Recruitment
a. Oversee recruitment efforts for all staff, including writing and placing job ads.
b. Develop and implement a modern and compliant recruitment process, including interview guides and best practices for candidate sourcing and selection, employment equity, conducting interviews, and skill set assessment.
2. Compensation & Benefits
a. Lead the review and revision of the school’s job description library; including job analysis, job evaluation and alignment to the school’s compensation structure. Create and recommend new structures where necessary (i.e. pay equity).
b. Work with the Business Operations Manager on annual compensation planning and payroll-related initiatives.
c. Lead the compensation grid analysis project; determine if the school’s compensation grids reflect current market requirements for all roles and recommend updates accordingly.
d. Work with external benefits broker partners to ensure the school’s benefits plan alignment to employee needs and in balance with the school’s budget.
3. Talent Management / Succession Planning
a. Lead succession planning and development initiatives; in partnership with management for faculty employees.
b. Continuously identify talent needs that may have a long-term effect on the school.
c. Develop a talent and staffing plan (in conjunction with Business Operations Manager and School Facilitator).
4. Performance Management
a. Partner with school administrators/management to develop a performance management program unique to Waldorf’s workplace culture and in alignment with pedagogical foundational needs.
b. Support management through the performance management cycle and annual compensation planning.
5. Employee Relations / Legal Compliance
a. Advise managers on employee relations issues and liaise with external legal counsel on any employment law related needs.
b. Review, revise and support management in the implementation and application of up-to-date HR policies and employment agreements, consistent with current employment law requirements.
c. Educate and coach employees and managers on key processes or initiatives.
d. Advise managers on the impact of employee separation issues and conduct all exit interviews.
e. Conduct new employee orientations and associated onboarding activities.
6. People Coaching/Consulting
a. Partner with Admin/Management as coach and consultant in effective management of people issues
b. Measure and monitor employee engagement; recommend solutions to increase engagement and partner with management to deliver on the feedback from employees.
c. Champion the HR agenda through effective influencing and partnership efforts.
d. Guide management through change management initiatives.
7. HR Information System / Records Management
a. Maintain company directory, organizational charts and employee records.
b. Implementation and ongoing management of a human resources information system (HRIS); transition from paper files to online records.
c. Contribute to HR governance and continuously monitor HR metrics and reports through the ongoing management of the HRIS.
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8. Leadership Learning & Development
a. Analyze people trends and issues; effectively use information to provide recommendations on how to continuously improve employee and management learning and development
b. Identify programs to create a suite of leadership development tools for current and developing leaders and their skills.
c. Identify the key skills needed to succeed within the school’s governance model and partner with management to develop a cohesive learning program to develop and/or upskill all employees/managers and administrators.
d. Work with school facilitator on employee diversity initiatives, including training for all staff and managers on topics such as unconscious bias awareness and workplace inclusivity.
9. Health & Safety / Disability Management
a. Support management with disability management issues and safe return to work initiatives (Health & Safety)
b. Partner with the Business Operations Manager to lead the joint health and safety committee and to ensure full compliance with OHSA requirements.
10. Workforce & Strategic Planning
a. Transform business needs into workforce planning requirements, both short (1 year) and longer term (2-3 years) in alignment with the school’s strategic plan.
b. Work with school administrators to develop annual strategic people plans in alignment with the overall business plan for the school
c. Obtain input and engagement during the development of the strategic plan
JOB QUALIFICATIONS
Education:
• University degree in a related field is an asset, as is experience working within a school or early education environment;
• Minimum CHRP designation, CHRL preferred.
Experience:
• Minimum 3 - 5 years HR experience
• Developed knowledge in all HR fields and particularly in employee relations, change management and performance management with an ability to understand broader HR and school-wide issues
Technical Knowledge and skills:
• Thorough knowledge of employment and related legislation (e.g. Occupational Health and Safety Act, Human Rights Code, Employment Standards Act), equity principles and sound human resources practices
• Demonstrated ability to strategically manage conflicting priorities and points of view and demonstrate the HR value proposition to all levels of staff
• Strong knowledge and use of computer skills, including cloud-based platforms and HRIS systems.
• Attention to detail, bigger picture thinking and proactive identification and resolution to complex issues
• An ability to exercise sound judgment and make decisions; bring issues to resolution
• Well developed consultative, coaching and negotiation skills
WORKING CONDITIONS
Work is generally performed in a school office environment and employee-facing much of the time. Work from home flexibility is available for work duties requiring fewer distractions in order to be productive.

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