Human Resources Manager - Scarborough Centre for Healthy Communities (SCHC)

Summary

The HR Manager is responsible for planning, organizing, directing, controlling and analyzing the operations of the Human Resources department. Key areas of responsibility include labour relations; policy and procedure development; human resource planning; training and development; recruitment and selection; and the analysis and improvement of HR metrics/KPIs. In addition to remaining current with all applicable federal, provincial and municipal laws and regulations, this role requires the individual to adhere to and enforce all established oganization policies and procedures. This role further requires the individual to maintain positive relationships between the management team and employees. Other duties may be assigned as necessary.

Job Duties

• Oversee all of the Human Resources department operations and processes.
• Provide leadership in labour relations including advising senior management on all labour relations matters, including incentive, benefits, and training programs.
• Lead the implementation, monitoring, evaluation, and development of the organization’s labour relations strategies and procedures.
• Arrange and carry out alternative dispute resolution processes to resolve grievances and other disputes.
• Ensure that management throughout the organization is provided with the right tools to handle employee issues as they are governed by collective agreements and, specifically, provide strategic leadership and direction to any labour negotiations.
• Provide leadership to effective labour relations; assisting management in effective grievance procedures, step two grievances, labour contract negotiations and arbitration procedures.
• Maintain and enhance the organization’s profile by developing and maintaining effective relationships with unions.
• Liaise with union representatives as the organization’s representative to investigate and informally resolve employee relations issues.
• Respond to issues and inquiries relating to employee relations.
• Monitor labour relations related documentation to ensure accuracy, consistency, and relevance.
• Strategically plan for the organization's human capital needs in concert with other managers.
• Develop and facilitate training and development programs for employees and managers.
• Contribute to the development and execution of organization's strategic HR plan.
• Advise leadership on all HR initiatives.

• Design and assist in implementing new and existing policies and procedures pertaining to all aspects of the human resources function.
• Monitor employee engagement programs.
• Contribute to the design and facilitate the implementation of training and development programs for all staff.
• Accumulate unionized and non-union benefit information and ensure payroll is provided with the necessary information required to administer accurate benefit coverage.
• Prepare and analyze non-union compensation programs
• Ensure the organization is in full compliance with legislation including Human Rights, Employment Equity, Occupational Health and Safety, and Employment and Labour Legislation and represent management on the Joint Health and Safety Committee.
• Implement and manage appropriate and effective performance management processes and a meaningful succession planning program.
• Work with the finance and senior management team to understand the financial impact of people decisions on the organization.
• Provide specialist advice, guidance and direction to managers and employees on a wide range of staff relations matters.
• Act as the organization’s representative and resource to legal counsel and managers in the grievance and arbitration process.
• Provide leadership in developing and implementing employee relation planning strategies in keeping with the organization's strategic directions.
• Provide advice and strategies related to organization-wide issues that impact the management of employees.
• Monitor and prepare relevant reports.
• Recommend new policies and procedures to effect improvements and organizational efficiencies.
• Resolve conflicts between management and employees and between individual employees.
• Develop and institute effective coaching and coaching management techniques, where applicable.
• Review existing and forthcoming legislation to determine LR impact on the organization; make recommendations regarding legislation.
• Advise and assist departmental managers on the interpretation and administration of policies, programs and best practices.
• Assist managers in the performance management process.
• Inform employees about policies, job duties, working conditions, wages, and opportunities for promotion.
• Advise managers on organizational matters such as discrimination, discipline, harassment, etc.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and policies, striving to resolve work-related issues.
• Compile and analyze statistical reports and metrics concerning personnel-related data such as turnover, cost of vacancy, grievance resolution and absenteeism rates.
• Analyze statistical reports to identify and determine causes of personnel problems and develop recommendations for improvement.
• Conduct exit interviews.
• Assist in the investigation and reporting of accidents/incidents.
• Prepare and adhere to the department budget.
• Undertake special projects and perform all other job related duties as directed

Requirements

• CHRP designation is preferred.
• Post-Secondary diploma in Human Resources Management or related field or relevant  experience
• University degree in Business Management or Labour Relations preferred.
• 5-7 years' Human Resources experience.
• Experience as an HR leader of a unionized, mid-sized organization.
• Superior strategic, leadership and communication skills.
• Sound management and administration skills to design and coordinate the implementation of human resources programs and procedures.
• Excellent knowledge of employment legislation, employment equity concepts, recruitment techniques, policy development, techniques of training and development, organizational design strategies, occupational health and safety and benefit administration.
• Able to maintain a high level of energy and motivation.
• Exhibit human resource operational and strategic capabilities combined with solid business acumen and financial discipline.
• Comfortable developing and leading change management initiatives.
• Experience in collective bargaining and managing the administration of collective agreements within a unionized environment; demonstrated experience in being the corporate spokesperson during contract negotiations, mediation, and arbitration is a requirement.
• Ability to work well under pressure, individually and as part of a team.
• Proven conflict resolution and negotiation skills.
• Excellent knowledge of computerized programs, including Microsoft Office, Microsoft Publisher, Excel and PowerPoint.