The Opportunity
Reporting to the Director People, Culture & Corporate Services, the Manager, People & Culture is responsible for the oversight administration, and day-to-day operations of the People & Culture function. The role oversees the delivery of People & Culture programs, services and processes, ensuring alignment with organizational priorities, legislative requirements, and service standards.
Working closely with the Director, People & Culture, the Manager is accountable for leading the People & Culture team, managing departmental resources and workload priorities, overseeing governance and compliance activities, administering the departmental budget, and implementing strategic initiatives. The role acts as a trusted advisor to leaders and employees, while fostering a positive, inclusive, and high performing workplace culture.
Duties and Responsibilities
- People & Culture Department leadership: Lead, supervise, coach, and develop People & Culture team members, establish priorities, manage performance, and foster a collaborative, service-oriented team culture.
- Department Operations & Service delivery: Oversee the day-to-day operations of the People & Culture function and ensure the consistent, responsive, and effective delivery of People & Culture Programs, services, and support across the organization.
- Resource allocation & workload management: Plan, prioritize, and allocate departmental resources and workload to ensure operational effectiveness, service excellence, and the achievement of organizational goals.
- Departmental planning: Develop and implement departmental work plans, objectives, initiatives, and operational priorities that support organizational goals and the strategic direction established by the Director People, Culture and Corporate Services.
- Budget administration: Administer the People & Culture budget, monitor expenditures, support forecasting and planning activities.
- Employee Relations: Provide leadership and guidance on employee relations matters, including conflict resolution, workplace investigations, accommodations, attendance management, performance issues, and workplace expectations.
- Recruitment & Talent Acquisition: Oversee recruitment activities, ensuring equitable, transparent, and effective hiring practices; support workforce planning and talent pipeline development; coordinate onboarding and orientation programs to ensure a positive and consistent employee experience.
- Leadership & Organizational Support: Partner with leaders to support organizational development, workforce planning, change management, succession planning, and organizational effectiveness initiatives.
- Performance Management & Talent Development: Oversee the organization's performance management framework; coach managers on performance management, employee development, feedback, and career growth; support talent review, succession planning, learning, and development initiatives.
- People & Culture Compliance & Administration: Ensure HRIS data integrity, employee records management, and compliance with Employment Standards, Human Rights legislation, WorkSafeBC requirements, privacy legislation, and organizational policies; support audits, reporting requirements, and compliance initiatives.
- Employee Engagement, Culture & Inclusion: Lead initiatives that strengthen organizational culture, employee engagement, recognition, wellness, diversity, equity, inclusion, accessibility, and belonging; facilitate employee engagement surveys and action planning initiatives.
- Compensation & Workforce Administration: Oversee compensation administration, salary review processes, job evaluations, workforce planning activities, and compensation market research to ensure internal equity and external competitiveness.
- Occupational Health & Safety: Provide oversight and support for occupational health and safety program through policy implementation, committee participation, inspections, investigations, return-to-work programs, and compliance activities.
- Risk Management & Policy Administration: Develop, implement, and maintain People & Culture policies, procedures, and best practices; ensure consistent application across the organization and support people-related components of the organization's risk management framework.
- Projects & Continuous Improvement: Lead or participate in People & Culture and organizational projects; identify opportunities to improve service delivery, systems, processes, and employee experience; act as a People & Culture subject matter expert on corporate initiatives.
- External Relations & Reporting: Maintain effective relationships with external stakeholders and oversee workforce reporting, analytics, legislative reporting and other reporting requirements.
- Other duties as assigned.
Qualifications and Experience
- Minimum 7 years of progressively responsible Human Resources experience.
- Demonstrated experience in employee relations, performance management, talent acquisition, policy development, workforce planning, and organizational development.
- Experience partnering with managers and senior leaders on complex people matters.
- Previous leadership or supervisory experience preferred.
- Experience leading projects and cross-functional initiatives.
Hiring Range: $119,440 - $133,000 per annum.
Placement within this range will be determined according to the candidate's relevant experience, qualifications, and demonstrated competencies.
