POSITION SUMMARY

Reporting to the Chief Administrative Officer (CAO), the Human Resources Lead provides Human Resources leadership, strategic guidance, and operational oversight across core HR functions. The role serves as a trusted advisor to leadership and employees by providing expert HR guidance, managing complex employee relations matters, developing and reviewing HR policies and employment agreements, recommending improvements, ensuring compliance with employment legislation, and supporting the consistent application and continuous improvement of HR programs and practices.

The Human Resources Lead provides leadership and mentorship to the Human Resources Generalist and oversees employee lifecycle activities including recruitment, onboarding, benefits and pension administration, employee relations, performance management, employment contract development and review, policy development and review, Occupational Health & Safety, and offboarding. The position exercises significant professional judgment and confidentiality while advising leadership on complex, sensitive, and high-risk human resources matters.

KEY RESPONSIBILITIES

HR Leadership & Operations

• Provide strategic direction and prioritize Human Resources initiatives to support effective service delivery, Indigenous recruitment, retention, and employee development.
• Supports decision making that is consistent with the organization's values and legal obligations by committing to organizational integrity and legislative compliance.
• Oversee HR processes to ensure consistency, compliance, and alignment with organizational policies and legislation.
• Review HR practices and identify opportunities for continuous improvement.
• Lead HR initiatives and support implementation of organizational HR priorities.

Strategic HR Advisory & Organizational Support

• Provide strategic and operational HR advice to senior leadership on workforce matters, employee relations, and organizational priorities.
• Support workforce planning initiatives and organizational development activities.
• Identify emerging HR trends, risks, and opportunities and provide recommendations to leadership.
• Recommend improvements to HR programs, processes, and practices.
• Assess HR risks and provide recommendations to leadership regarding mitigation strategies, organizational impacts, and appropriate courses of action.
• Support organizational change initiatives by providing HR guidance related to communication, workforce impacts, and employee transition.
• Analyze HR data, trends, and reporting to support workforce decisions and identify opportunities for improvement.

Policy, Employment Contracts & Compliance

• Develop, review, and recommend updates to Human Resources policies, procedures, and practices.
• Interpret employment legislation and provide guidance on legislative requirements and policy application.
• Develop, review, and recommend updates to employment contracts, agreements, and related employment documentation.
• Ensure HR policies and employment agreements align with organizational requirements, legislative obligations, and best practices.
• Provide guidance to leadership regarding changes to HR policies, employment practices, and documentation.

Employee Relations & Workplace Investigations

• Lead complex employee relations matters, workplace investigations, and sensitive workplace issues.
• Provide guidance and recommendations regarding discipline, corrective action, and termination decisions.
• Assess employee relations risks and recommend appropriate courses of action.
• Coach leaders through conflict resolution, difficult workplace conversations, and appropriate responses to employee relations matters while balancing organizational needs, legislation, and workplace practices.

Accommodation, Leave & Disability Management

• Provide guidance and oversight on accommodation, protected leave, and disability management processes.
• Support leaders in navigating complex accommodation requests, workplace adjustments, and return-to-work matters.
• Ensure accommodation practices align with legislative requirements, organizational policies, and human rights obligations.
• Provide guidance on complex leave, disability management, and return-to-work matters.

Talent Acquisition, Workforce Planning & Organizational Support

• Provide strategic recruitment guidance and support workforce planning initiatives.
• Advise leaders on recruitment strategies, position requirements, organizational staffing needs, and workforce capacity.
• Provide guidance on job design, position requirements, and organizational structure considerations
• Oversee recruitment practices to ensure consistency, fairness, and alignment with organizational priorities.

Performance Management & Coaching

• Coach managers on effective performance management practices and employee development.
• Oversee performance management processes and provide guidance on performance-related matters.
• Support leaders in addressing performance concerns, improvement plans, and difficult conversations.

Occupational Health & Safety Oversight

• Provide leadership and oversight for the organization's Occupational Health & Safety program.
• Review workplace safety risks and provide recommendations to leadership.
• Ensure OH&S policies, practices, and legislative requirements are effectively implemented.
• Support leadership in responding to significant workplace health and safety matters.

Benefits, Pension & Employee Programs

• Oversee administration of employee benefits and pension programs.
• Manage relationships with benefit providers, consultants, and external partners.
• Review employee programs for effectiveness and recommend improvements.

HR Team Leadership

• Provide direct supervision, mentorship, and professional guidance to the Human Resources Generalist.
• Review HR work products and provide feedback to support quality, consistency, and continuous improvement.
• Support professional development through coaching, knowledge-sharing, and ongoing guidance.

Other Duties

• Take personal responsibility to increase sensitivity, awareness, and implementation of Oshki-Wenjack's cultural teachings and organizational practices.
• Access and utilize Elders and Knowledge Holders for teachings and guidance as it relates to work deliverables.
• Work in alignment with the philosophy and mandate of the Institute.
• Adhere to all Oshki-Wenjack policies, procedures, and Code of Ethics.
• Maintain professionalism and positive relationship-building at all times.
• Meet attendance and conduct requirements as outlined in organizational policies.

COMPETENCIES REQUIRED

Specific Knowledge:

• Knowledge of practices that advance reconciliation and foster a culturally safe, respectful, and inclusive workplace by recognizing the histories, rights, cultures, languages, and lived experiences of the First Nations served by Oshki-Pimache-O-Win: The Wenjack Education Institute.
• Knowledge and understanding of the historical and ongoing impacts of colonialism on First Nations peoples' education, employment, and socioeconomic outcomes and the importance of Treaty relationships.
• Knowledge of the history and intergenerational impacts of government policies, legislation, and institutions affecting First Nations peoples, and their relevance to workplace practices and relationships.
• Employment Standards Act (ESA)
• Occupational Health and Safety Act (OHSA)
• Human Rights Code
• Human Resources policies, practices, and employment frameworks

Skills and Attributes

• Leadership & Influence
• Strategic Thinking
• Integrity & Confidentiality
• Conflict Management
• Analytical Thinking
• Decision Making
• Coaching & Development
• Employee-Centred Mindset
• Communication
• Relationship Building

QUALIFICATIONS AND REQUIREMENTS

Required

• Postsecondary education in Human Resources, Business Administration, or a related field.
• HR designation (CHRP/CHRL or equivalent) considered an asset.
• Five (5) or more years of progressive Human Resources experience, including experience providing HR advisory support, managing complex employee relations matters, developing HR programs or policies, and providing coaching or guidance to employees, managers, HR professionals, or organizational leaders.
• Strong working knowledge of employment legislation and HR best practices.
• Experience managing complex employee relations matters and sensitive workplace issues.
• Excellent communication, interpersonal, and organizational skills.

Additional Information

• Personal, medical, and vacation leaves; plus a winter break
• Benefits (Vision, Dental, and Health)
• Employer-paid matching RPP contributions

Preference may be given to:

We are committed and dedicated to building a workforce that reflects the demographics that we serve. In alignment with our Mission and Mandate and in accordance with Ontario Human Rights code and the Canadian Charter of Rights and Freedoms, preference will be given to candidates of Indigenous ancestry. Candidates are encouraged to self-identify as being of Indigenous ancestry (First Nation, Metis, or Inuit).

The above statements are the general functions of the position, and should not be

interpreted as a detailed description of all the work requirements that may pertain to the job. This position description will be reviewed on an annual basis and may be subject to change.