HR Manager

Sagamok Anishnawbek• Sagamok, ON, CA, ON

3h•CA$95,000 - CA$105,000•Onsite

About The Position

The Human Resources Manager (HRM) is a specialized professional who assumes the leadership role in the planning, organizing, controlling, and evaluation of the human resources department for Sagamok Anishnawbek. The ability to maintain the confidentiality of personnel information is essential to the position. The HRM shall direct and oversee the day-to-day operations of the department to achieve goals within available resources.

Requirements

University degree in Human Resources Management or Business, Commerce, or Public Administration.
Minimum of five years of work experience in human resources program management.
Knowledge of federal labour standards, the Canadian Human Rights Act and the Occupational Health and Safety section of the Canada Labour Code.
Must be self-directed and able to work as part of a multi-disciplinary team.
Knowledge of the discipline of organizational behaviour.
Minimum of two years of experience directing supervision of personnel.
Excellent oral and written communication skills.
Wide variety of knowledge relating to computer applications and functions.
Developed interpersonal skills and ability to effectively work with the public, management and employees.
Good analytical, problem solving, and conflict resolution skills.
Experience preparing briefing notes, reports and policies.
Flexibility to deal with a constantly changing workload.
Ability to organize and prioritize a wide variety of assignment using independent judgement and minimal supervision.
Possess a valid Ontario driver's license.
Must provide a satisfactory Vulnerable Sector Check (VSC) prior to employment.
Must possess a valid Ontario driver’s licence and have access to a reliable vehicle.
Must maintain strict confidentiality at all times.
Compliance with Sagamok Anishnawbek policies, procedures, and Code of Ethics is mandatory.
Is subject to six months’ probation.
Must have good interpersonal and communication skills.

Nice To Haves

A Canadian Human Resource Professional designation and membership with the Human Resources Professionals Association of Ontario will be considered an asset.
Knowledge of the Ojibway culture and traditions. The ability to speak or understand the language would be an asset.

Responsibilities

Attend and participate in senior management team meetings.
Attend and participate in meetings of the Standing Committee or Chief and Council.
Coordinate, attend, and follow up on meetings of the Personnel Committee.
Participate in regular supervisions and an annual performance evaluation with the Director of Operations.
Prepare a strategic and an annual human resources work plan and guide human resources staff in the development of annual work plans in line with organizational goals and objectives.
In consultation with the Finance Director, prepare an annual departmental budget for approval by the Standing Committee.
Review monthly and quarterly financial statements to the HR budget and make adjustments as required.
Ensure that HR employees operate within budget and within the personnel policies.
Coordinate and follow up on regular human resources team meetings.
Prepare quarterly and annual activity reports for submission to the Director of Operations.
Periodically evaluate each of the function area's effectiveness.
Through briefing papers, interpret and advise the Standing Committee on federal and provincial legislation or initiatives that may impact the human resources department.
Delegate assignments and provide supervision to HR employees.
Prepares proposals for projected-oriented activities.
Participate in community development meetings and training sessions as required.
Review and sign human resource employees' monthly time sheets and travel claims.
Negotiate contracts on behalf of Chief and Council, as directed.
Participate in various associations to learn new practices and trends to remain informed of current affairs affecting human resource development and to enhance personal growth.
Coordinate the annual review process of the Personnel Policy and Procedures Manual and make the necessary revisions.
Carry out functions as outlined in the Personnel Policy and Procedures Manual as they relate to the recruitment and selection process; dismissal, layoff, or exit interviews; employee performance evaluations; employee orientation; and Occupational Health and Safety.
Provide clarification or interpretation of human resource policy or procedures.
Oversee annual staff satisfaction survey and implement recommendations.
Provide information to community members as it relates to human resource issues.
Monitor the effectiveness of the human resource policies and procedures and develop new polices, procedures, or forms to confirm with short and long-term plans.
Provide advice to program Directors, forecast the need for positions to carry out the goals and objective of the programs.
Consult with program Directors when formulating employee and consultant contracts.
Direct staff in the administration of Sagamok’s Employee Group benefits, Retirement Pension Plan, and Workplace Safety and Insurance benefits.
Act as an advocate for employees seeking claim under the Workplace Safety and Insurance benefits.
Review annual reports prepared by the benefit providers and recommend revisions as deemed necessary.
Develop and maintain a system for classifying employees.
Ensure adherence to the salary grid and policies and procedures in relation to the salary grid.
Periodically research and compile data for salary surveys and if necessary recommend changes to salary ranges.
Assist program Directors in placing new employees on a salary grid.
Develop, promote and maintain an Employee Assistance Program.
Coordinate the maintenance and confidentiality of employee’s personnel files.
In consultation with program directors and the Standing Committee, coordinate the implementation of an organization-wide training plan for employees and Chief and Council.
Prepare and annual report of the training received by employees and its effectiveness.
Develop and maintain a library of resource material.
Periodically provide in-house human resource training to program Directors and supervisors.
Provide workable solutions and attempt to resolve and build consensus when disputes between employees arise.
Consult with legal counsel on human resource issues for verification of course of action.
Develop and maintain a data base for tracking employee’s monthly time sheets and accumulated credits.
Maintain a system for categorizing legal opinions obtained.
Develop and maintain a HR data base consisting of relevant employee information.