Reports to: Executive Director
Job Profile:
The Human Resources Manager is responsible for managing the day-to-day direction of human resources programs and services; developing personnel policies; providing advice to management and staff on the interpretation and administration of personnel policies and procedures; planning, developing, implementing and evaluating programs related to recruitment and selection, labour relations, performance appraisal, job classification and compensation, employee benefits; coordinating, conducting and monitoring orientation and training programs for staff, including managing staff development; attending all applicable meetings; maintaining confidential personnel records; responsible for addressing concerns, conflicts, or issues as the Concern Resolution Coordinator, acts as a mediator and addresses employee concerns or complaints; elicits and receives Individual and employee feedback; communicating appropriately with families, guardians, staff, community representatives and other agencies when required (PDD, OPG, ACDS etc). Responsible for the supervision of administrative positions. Will ensure that health, safety and wellness concerns are considered as an integral part of operating requirements and that all health and safety programs and procedures are adhered to and enforced. Is responsible to protect the health, safety and wellness of workers, advise workers of all health, safety and wellness hazards, report all health, safety and wellness concerns to the employer, and prevent violence and harassment.
Job Evaluation Results:
Factor Rationale
1. Education
Requires basic Human Resources functional knowledge and skill; typically requires a minimum of 2 years of post-secondary education with a diploma or certificate specializing in Human Resources. Chartered Professional in Human Resources (CPHR) designation considered an asset.
2. Experience
Requires progressive experience, with exposure to various Human Resource disciplines (recruitment and selection, compensation, performance management, etc); knowledge of organization’s business and process requirements; minimum one year is required.
3. Complexity
Work involves basic human resources administration, with some involvement in developing procedures for approval and supporting policy development; key complexity is the integration and coordination of various HR processed and practices and advising on the HR implications of business decisions.
4. Impact of Decisions
Decisions directly affect employee well-being and job satisfaction (compensation), as well as availability (recruitment); reporting and records accuracy is important; role includes the responsibility for coordination of staff training and development.
5. Leadership
Will include supervision of administrative positions; is the senior functional resource relative to Human Resources issues, policies and procedures.
6. Internal Contacts
Contacts are primarily for the exchange of non-controversial information, often in accordance with assigned duties; there may be some resource coordination requiring giving basic instructions.
7. External Contacts
Regular internal contacts required, in groups and one-on-one, relative to HR service delivery and dealing with specific (confidential) employee issues; internal “champion” for HR processes and practices.
8. Physical Skills
Work requires extensive use of keyboarding skill; speed and dexterity required; could be relatively constant, with some choice of activities.
9. Physical Effort
Moderate requirement for physical dexterity; occasional use of normal office equipment, keyboarding, etc.
Limited physical effort involved; moderate analytical requirement; choice of actions.
10. Working Conditions
Internal office environment; primary adverse working conditions result from job stresses associated with time pressures and dealing with sensitive HR issues.
Job Type: Full-time
Salary: $28.00-$38.00 per hour
Benefits:
Schedule:
Ability to commute/relocate:
Experience:
Work Location: In person
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