The Manager of Human Resources is accountable for the development and delivery of HR programs and services for the Bess and Moe Greenberg Family Hillel Lodge and the Jewish Federation of Ottawa in the areas of recruitment, on-boarding, retention, classification, performance management, change management, training and development, employee relations, attendance management, workforce planning, health and safety and policy development. Provides expert advice in all areas of HR to support the organization and ensures strategic mission and business objectives are met through up-to-date policy, procedures and current legislation.
The Manager accomplishes unit objectives by executing on the strategic priorites, developing plans, assigning and monitoring work, setting benchmark goals and evaluating outcomes to ensure the quality and delivery of products and services and client satisfaction.
Note: Hillel Lodge and the Jewish Federation of Ottawa have responsibilities that are unique to each organization. For example Labour Relations is unique to Hillel Lodge as it is a unionized environment.
Position Duties and Responsibilities
Managing staff and leading teams:
- Manages, motivates and engages the Unit’s staff in a manner that promotes a healthy and effective working environment.
- Fosters the learning and development of others in order to fulfill the current and future skill requirements of employees from both organizations.
- Leads the annual performance evaluation process of its employees.
- Prepares work plans, develops timelines, identifies milestones and assesses resource requirements to accomplish unit’s goals and objectives.
- Evaluates work, tools, and shared resources to ensure optimal work flow.
- Contributes to and fosters a positive workplace
- Encourages collaboration and is candid with peers
- Solves problems with peers and is seen as a team player.
- Provides communication links throughout the organizations.
- Manages relationships between stakeholders
- Intent upon creating a highly participatory team and acts as a team leader and facilitator.
- Models and seeks open exchange of views on difficult issues.
- Translates the Jewish Federation of Ottawa and Hillel Lodge’s strategic priorities into operational plans and sets operational directions, clear goals, targets, deadlines, accountabilities and expectations of the unit.
- Identifies financial and human resource requirements.
- Coordinates information from multiple projects to form a comprehensive perspective.
- Identifies interdependencies and impacts across units and makes connections when considering options.
- Reviews and acts on internal audits, evaluation and other objective information.
- Monitors, evaluates and adjusts work plans to ensure follow through from implementation to delivery stage and from evaluation to reporting process.
- Is accountable for the delivery of programs.
- Develops and implements unit policies and procedures to meet unit objectives set by senior management.
- Documents, refines, evolves, and communicates policies, processes and standards.
- Ensures necessary risk management practices are in place and adhered to.
- Communicates on a regular basis with senior managment and with senior representatives from other organizations. Such communication will include coordinating research, employee work teams, presentation of reports, and discussion of alternative solutions and delivery of programs, policies and services.
- Build long-term relationships or partnerships with internal/external clients, external partners, and suppliers to support evolving business needs and represent each organization’s interests.
- Allocates and manages unit resources transparently.
- Develops and manages the unit budget to ensure all projects and ongoing expenses are within allocated budgets, including recommendations for future growth and/or restructuring.
Duties and Responsibilities
- Provides leadership and manages the Human Resources office. Supervises and adjusts the workload of staff through sound work plans. Recruits new staff with the required skillset to support the department’s mandate and responsibilities. Contributes to staff development by mentoring staff, providing effective performance feedback, conducting the performance management reviews, and ensuring that there are opportunities for skills development.
- Manages the development, implementation, monitoring and enhancement of all HR programs and respective budgets including, but not limited to: recruitment, compensation, on-boarding, training and development, reward and recognition, performance management, job evaluation/classification, and occupational health and safety. Conducts research into human resources programs, activities and practices to keep abreast of current practices and new developments. Develops and revises new and existing HR policies to ensure they reflect applicable legislation and corporate culture.
- Oversees the administration of a flexible benefit plan with yearly re-enrolment and all aspects of RRSP administration Works closely with Finance team with respect to compensation reporting and analysis; pension and benefit programs.
- Develops sound relationships with management to understand business needs and deliver effective and efficient people services unit. Coaches and assists management in complex performance management and disciplinary issues. Provides employee relations advice and services, researches issues and maintains a solid knowledge of staff relations principles, guidelines, practices and legislative requirements.
- Provides labour relations support ensuring that all aspects of the collective agreements are followed.
- Oversees Attendance management, WSIB, employee health and wellness, employee assistance program and other related programs.
- Leads the development and on-going enhancement of the learning and professional development program; identifying organization needs and determining course offerings. Researches, develops and implements new HR programs and services identified through management discussions, organizational strategy and identified opportunities (i.e. management support program, career development program and coaching and mentoring program). Promotes HR programs and assesses effectiveness.
- Administers the performance management processes and practices including mid-year and annual reviews, and linkages to the compensation program. Advises on changes or improvements to processes, best practices and tools and manages implementation. Advises and coaches on implementation processes and practices, gap analysis, training and development implications, and integration into all aspects of performance management. Ensures that the organization’s compensation program is equitable, competitive and in keeping with the organization’s compensation philosophy.
- Manages the job description, evaluation and classification program and assists with provision of reports to leadership and the board. Provides advice to managers on the use of job evaluation questionnaires, and co-ordinates final job evaluation and classification documentation and approval with appropriate leader.
- Conducts organization salary survey, biennial employee survey, health and wellness surveys and analyses and makes recommendations. Oversees and participates in other projects/initiatives as required.
Other responsibilities as required.
Position Qualifications and Job Requirements
- Bachelor's degree in Human Resources, Business Administration or related field or related experience.
- CHRP, CHRL or CHRE designation or working towards designation.
- Minimum 5-7 years’ related management experience,
- Minimum 10 years HR experience which may include demonstrated experience in some or all of the following: Organizational design, talent management, succession management, learning and development, employee relations, workforce planning strategies, total rewards, and applicable legislation and emerging trends.
- Strong creativity in order to design new programs and services and formulate novel approaches to solving unique, complex problems
- Strong written and verbal communication skills with the ability to interact and communicate with stakeholders and business leaders to effectively communicate information; above-average listening skills and ability to deliver group presentations, facilitate and chair meetings.
- Demonstrated leadership, proven people management skills and an ability to influence a variety of constituents to adopt new practices and behaviors through different means and interactions with management, the HR community.
- Excellent computer skills including Microsoft Office and experience working with a HRIS system an asset
- Experience in developing and monitoring budgets.
- Experience in leading, managing, coaching and supervising employees.
- Strong planning and analytical skills with the ability to apply multiple solutions to business problems including assessing people, financial and technology considerations.
- Results oriented (Perform in the present) - focused on delivering results and effective outcomes
- Strategic Thinking (Build for the future) - advise and plan based on objective analysis of issues and opportunities, and how these link to the responsibilities, capabilities, and potential of the Royal College.
- Collaboration and Engagement (Influenced and being influenced) – engage people, organizations, and partners in developing goals and delivering results.
Candidates should submit cover letter and resume to firstname.lastname@example.org
No phone calls or staffing agencies at this time.
Successful applicants will be contacted for an interview