The Senior Manager, People & Culture is a hands-on business partner who works with senior leaders and people managers across four public entities to drive business outcomes through talent management, organizational design, leadership effectiveness, employee experience, and strong employee relations practice.

This role provides senior advisory support across the employee lifecycle, balancing strategic partnership with pragmatic delivery. The Senior Manager, People & Culture is a key contributor to our operating model, collaborating closely with Total Rewards (Compensation & Benefits), Talent Acquisition, and People Services to deliver consistent, scalable programs while meeting business needs and compliance requirements.

What will you do?

Below are some of the primary responsibilities you will be taking on in this role:

People Leadership:

• Lead, develop, and oversee a team of three HR professionals, fostering accountability, service excellence, and continuous improvement.
• Act as a trusted operational partner to leadership and business stakeholders, aligning people & culture service delivery with organizational priorities.
• Elevate the employee and manager experience by simplifying, automating, and standardizing P&C administrative processes.
• Strengthen knowledge management by overseeing the development of P&C training resources, documentation, and self-service tools.

Business Partnering:

• Partners with business leaders and managers, demonstrating strong business acumen and a bias for outcomes. Prioritize what matters most and convert People strategy into clear, practical actions that support business performance.
• Strategic partnering and organizational effectiveness
• Act as a trusted adviser to leadership by aligning people plans to business objectives and driving measurable value through workforce planning, talent decisions, and organizational effectiveness.
• Support leaders with organizational planning (headcount, structure, critical roles, succession risk) and shape fit-for-purpose organizational structures.
• Champion an P&C culture of business partnership across 4 separate corporate entities.
• Provide guidance to Leaders, Managers and Employees on a variety of HR issues including but notlimited toemployment law, Dream P&C policies, procedures andprograms, performancemanagement, progressive discipline process, attendance management, employee concerns, department structure

Leadership, Performance & Programs:

• Coach senior leaders and people managers on high-quality people leadership practices including performance management, feedback, role clarity, accountability, and building inclusive, high-performing teams.
• Drive consistent, high-impact delivery of cyclical talent programs (for example, performance and development cycles)
• Design, implement and support P&C-related programs across teams, focused on areas such as disability management, reward and recognition, employee engagement, performance, succession etc.
• Design and facilitate manager and employee training sessions on programs as needed.
• Implement programs that increase employee engagement and retention.
• Oversight of the Dream Employee Handbook and provide recommendations for changes and improvements to better support Leaders, Managers and Employees.

Employee Relations, Risk, & Compliance:

• Lead employee relations matters by advising leaders and employees and ensuring processes are consistent, fair, well-documented, and jurisdiction-aware.
• Oversee (and, where appropriate, lead) complex casework such as investigations, performance risk, and reorganizations, partnering closely with external counsel as required.
• Maintain current knowledge of relevant Canadian employment legislation, regulations, and leading practice; translate requirements into scalable policies, leader guidance, and manager capability-building.

Data & Analytics:

• Use People data and business context to generate insights and recommendations that help leaders make better decisions on hiring, retention, performance, engagement, and organizational health.

What skills and qualifications should you have?

These are some of the things we would like you to bring to the table:

• Undergraduate degree or diploma, preferably in People & Culture Management;
• 12+ years' experience as an HR Manager, in a high pace environment, multi divisional organization, with a focus on management coaching, employee relations and performance management;
• Demonstrated ability to operate as a strategic partner to senior leaders, translating business needs into practical people strategies and interventions (workforce planning, organizational design, leader coaching, performance);
• Proven change leadership capability in complex environments with competing priorities, ambiguity, and pace;
• Excellent stakeholder management and executive communication skills, with the ability to influence without authority;
• Deep experience leading employee relations matters with strong judgement, disciplined process, and a risk-aware approach;
• Strong knowledge of employment legislation and people & culture practices;
• Experience in Real Estate Development or Asset Management is preferred;
• Experience working with an HRIS system is critical (Dream uses UKG, so experience with this software is an asset); and
• CHRP Designation or in progress.

This is a regular, full-time position with a base salary range of $135,000-$155,000. In addition to base salary, the role is eligible for a performance-based bonus and a comprehensive benefits package, which includes paid vacation and personal days, flexible benefits, mental health resources, access to perks and discounts, professional development support, and team-building and social events.

Compensation is determined based on several factors, including relevant experience, total years of experience, industry experience, education, and professional designations. We recognize that exceptional talent doesn't always fit neatly into a bracket. Final compensation will be tailored to your specific experience, skills and the unique value you bring to the table. If your qualifications exceed the scope of this role, we may be open to adjusting the mandate - and the salary - to reflect that expertise.

We look forward to hearing from you, but please note; due to the high volume of applications, only candidates who qualify will be contacted. This position is for an existing vacancy.