Manager, People & Culture (Parental Leave Coverage)

The Calgary Zoo•Calgary, AB

18h•Hybrid

About The Position

We care deeply for wildlife and the people who protect it. Join our team the Wilder Institute/Calgary Zoo as the temporary, full time Manager, People & Culture to cover a parental leave and help build a culture driven by our values and our desire to celebrate the people who make our impact possible! As a key leader within our Human Resources department, the Manager, People & Culture is responsible for enhancing and administering HR policies, procedures, and programs in the broad spectrum of talent acquisition, talent management and training and development. They provide trusted guidance to people leaders on best practices to maximize employee effectiveness, while leading with a people‑first approach that champions a diverse workforce and fosters a high‑trust, supportive environment across the entire employee life cycle. They also support a culture of continuous improvement through effective performance management. The Manager, People & Culture has a keen insight into corporate operations with a demonstrated ability to enhance the HR team by planning, implementing, and evaluating employee relations and human resources policies, practices, and programs. They will support operational management to meet company goals and objectives and play an integral role in nurturing our company culture. Our Purpose | We act for wildlife; saving species and inspiring people to join us. Our Core Values | Drive impact, nurture connection, cultivate hope, and be bold.

Requirements

At least 5 years of progressive experience in Human Resources, with 2 years of management experience
Experience in and knowledge of human resource information systems, preferably ADP, and HR analytics
Adept with performance management and investigations
Ability to function independently and as part of a team
Demonstrated ability to work with highly confidential information
Detail oriented and demonstrated interpersonal, time management and organizational skills
Proven experience supporting recruitment across multiple roles and levels, including high‑volume seasonal hiring and permanent workforce recruitment.
Effective communication and interpersonal skills (written and verbal), with the ability to interact with all levels of the organization
Ability to multi-task and meet commitments made to others
Flexibility to adapt to a range of tasks and navigate ambiguity and change
Ability to blend and adapt human resource principles and programs to a non-for-profit setting
Good judgement, strong decision-making, and problem-solving skills.
Proven conflict resolution and negotiation skills
Demonstrated ability to develop training content and facilitate engaging training sessions.
Ability to develop clear, engaging presentations and confidently present to groups across various roles and levels, including leadership, operational teams, and new‑hire audiences.
Strong skills in ad hoc reporting, advanced skills in MS Excel, Word, and PowerPoint
Keeps current with changes to legislation such as Human Rights Act, Privacy Act, Employment Standards, and Health and Safety legislation.

Nice To Haves

A bachelor’s degree in human resources or other related fields is preferred.
A Certified Professional in Human Resources (CPHR) designation or working toward certification is considered an asset.

Responsibilities

Manage members of HR team, by developing and maintaining effective work structure and processes, ensuring comprehensive training, coaching, and development of all team members. This includes formal performance evaluations.
Maintain knowledge and proficiency in recruiting and development techniques, workforce planning, employment law, provincial regulations and requirements, and HR best practices. Maintain sufficient knowledge and skills in all HR software applications.
Foster an open-door policy for all employees, be an advocate for employees and ensure company policies are communicated, applied, and enforced. Support and create diversity initiatives.
Accountable for the development, implementation, and execution of the annual HR work plan
Advise on, coach, and manage all matters throughout the employment life cycle including but not limited to performance management, discipline, termination matters, investigations, and issue resolution management investigation support and escalation of issues to Director, People & Culture as required.
Maintain a strong understanding of applicable employment legislation and regulatory requirements, applying this knowledge to day‑to‑day HR practices, guidance, and decision‑making to mitigate risk and support compliant, fair, and effective people management.
Assist in the development, review, and roll-out of HR–led trainings, including onboarding, annual, and ad‑hoc training, while collaborating with Internal Learning to ensure an effective and coordinated approach.
Support IDEA initiatives to promote diversity and inclusivity within the organization and all HR areas.
Review and guide comprehensive recruitment strategies that align with the organization's goals and staffing needs while maintaining a positive corporate culture.
Utilize, guide, and regularly evaluate hiring methods—including job boards, social media, networking, and employee referrals—while continuously exploring innovative, non‑traditional recruiting sources and strategies to identify and attract top talent.
Oversee the candidate selection process, including resume review, interviews, and candidate assessments to ensure a positive applicant experience and a high quality of candidates.
Maintain knowledge and proficiency in recruiting and development techniques, innovative job descriptions, workforce planning, employment law, provincial regulations and requirements, and HR best practices; attends relevant workshops and networking events regularly.
Facilitate and continuously evaluate the onboarding program for new hires, using metrics and regular KPI reporting to assess effectiveness, identify opportunities for improvement, and implement action plans aligned with company objectives.
Oversee the orientation process for new employees by maintaining a strong, informative program that fosters a positive connection to organizational objectives and facilitate orientation sessions as required.
Define consistent data-driven metrics and goals for the HR team.
Advise on complex HR topics such as disciplinary actions, investigations, terminations, performance management, workers' compensation, benefits, and employee management.
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Liaise with supervisors to provide constructive discipline documentation and ensures proper processes are followed and records kept.
Effectively manage the use of HRIS to produce and analyze reports and data for strategic and resource planning.
Conduct investigations in response to employee complaints, escalating to the Director, People & Culture as appropriate.
Support in the compilation of quarterly statistical reports and metrics concerning employee-related data for reporting to the board of directors, executive, and senior leadership.
All other duties as assigned