Human Resources Manager
Department: Human Resources
Reports To: Chief Financial Officer
Location: Bedford Commons
Salary: $75,000
Position Summary
The Human Resources Manager is responsible for the day-to-day leadership and administration of human resources services across Atlantic Community Shelters Society (ACSS) and Atlantic Community Supported Living (ACSL).
Reporting to the Chief Financial Officer, the Human Resources Manager provides professional HR leadership and advice to employees, supervisors and managers and oversees the effective administration of recruitment, employee relations, labour relations, attendance and disability management, workplace accommodation, occupational health and safety, training coordination, HR information and employee records.
The Human Resources Manager supports both unionized and non-unionized workplaces and is responsible for promoting consistent HR practices and ensuring organizational policies, collective agreements and applicable employment, human rights and occupational health and safety requirements are appropriately administered.
The position provides day-to-day direction and support to the Human Resources Administrative Assistant and works collaboratively with Scheduling and other organizational departments.
Key Responsibilities
1. Recruitment, Selection & Onboarding
- Lead and oversee recruitment and selection processes across both organizations.
- Ensure job postings, candidate screening, interviews, reference checks and hiring documentation are completed consistently and appropriately.
- Review and prepare employment offers, employment agreements and new-hire documentation.
- Oversee employee onboarding and orientation processes.
- Ensure pre-employment screening and documentation requirements are completed.
- Monitor recruitment activity, vacancies, time-to-fill and other recruitment metrics.
- Provide guidance to managers regarding recruitment and selection decisions.
2. Employee Relations
- Serve as a primary HR resource for employees, supervisors and managers.
- Provide advice and guidance regarding HR policies, workplace expectations, performance concerns and employee relations matters.
- Support managers in addressing performance and conduct concerns appropriately and consistently.
- Lead or support workplace investigations, including interviews, documentation, findings and recommendations.
- Prepare or review performance management, corrective action and disciplinary documentation.
- Promote respectful workplace practices and constructive employee relations.
- Identify emerging workplace issues and recommend appropriate interventions.
3. Attendance, Disability & Accommodation Management
- Oversee organizational attendance management processes.
- Monitor absenteeism patterns and provide guidance to managers regarding attendance concerns.
- Coordinate sick leave, disability, Workers' Compensation and return-to-work processes.
- Manage workplace accommodation requests in consultation with employees, managers and external professionals or agencies as appropriate.
- Ensure medical information and accommodation documentation are maintained confidentially.
- Support safe and sustainable return-to-work and modified-duty arrangements.
4. Labour Relations
- Administer and provide guidance regarding applicable collective agreement provisions.
- Maintain grievance records and coordinate grievance processes.
- Participate in grievance meetings and prepare documentation and organizational responses.
- Maintain and review seniority and other collective agreement-related records.
- Support collective bargaining preparation, research and documentation.
- Provide managers with guidance regarding the consistent application of collective agreement provisions.
- Liaise with union representatives on routine labour relations matters as appropriate.
5. Occupational Health & Safety
- Support the organization's occupational health and safety program and promote a strong workplace safety culture, including providing direct supervision of the OHS Officer.
- Provide HR guidance regarding workplace incidents, employee safety concerns and corrective actions.
- Ensure required OHS records and employee safety documentation are appropriately maintained.
- Support workplace incident investigations and follow-up.
- Coordinate or monitor mandatory workplace safety training.
- Participate as an organizational representative on Joint Occupational Health and Safety Committees
- Monitor HR-related OHS requirements and identify areas requiring corrective action or follow-up.
6. HR Administration & Employee Records
- Oversee the integrity, confidentiality and maintenance of employee personnel records and HR information systems.
- Review and authorize employee status changes, leaves, transfers, promotions and separations in accordance with organizational processes.
- Ensure employment documentation is accurate, complete and appropriately maintained.
- Oversee employment verification and HR correspondence.
- Maintain HR forms, templates, letters and administrative processes.
- Support internal and external audits and compliance reviews.
- Ensure sensitive employee and medical information is appropriately protected.
7. Policy, Compliance & HR Programs
- Lead or participate in the development, review and implementation of HR policies, procedures and programs.
- Provide interpretation and guidance regarding HR policies and employment practices.
- Monitor changes to relevant employment legislation and recommend policy or practice changes where required.
- Support consistent application of HR policies across programs and departments.
- Identify opportunities to improve HR processes, documentation and service delivery.
8. Training & Employee Development
- Collaborate with the Chief Operating Officers regarding organizational training priorities.
- Identify training and development needs arising from HR trends, investigations, performance concerns and organizational changes.
- Monitor completion of mandatory employee training and certifications.
- Support leadership development, succession planning and employee development initiatives.
- Ensure orientation and mandatory HR-related training requirements are appropriately administered.
9. HR Reporting & Workforce Information
- Develop and maintain HR reports, dashboards and workforce metrics.
- Monitor vacancies, turnover, absenteeism, recruitment, employee relations, training and other workforce indicators.
- Identify trends and provide recommendations to leadership.
- Ensure HR data is accurate and reliable.
- Support workforce planning and organizational decision-making through HR data and analysis.
10. HR Team Leadership & Organizational Collaboration
- Provide day-to-day leadership, guidance and work direction to HR support staff.
- Establish priorities and ensure HR administrative responsibilities are completed accurately and within required timelines.
- Work collaboratively with Scheduling, Finance, Operations and organizational leadership.
- Support consistent HR practices across ACSS and ACSL.
- Participate in organizational planning, change initiatives and process improvement.
- Promote a responsive, professional and service-oriented HR function.
- Perform other related duties consistent with the scope and level of the position.
Qualifications & Experience
- Diploma or degree in Human Resources Management, Business Administration or a related discipline.
- CPHR designation, or progress toward designation, is considered an asset.
- Minimum three to five years of progressive human resources experience, preferably including experience providing HR advice to managers.
- Experience in employee relations, recruitment, attendance management, accommodation and performance management.
- Experience working in a unionized environment is strongly preferred.
- Knowledge of Nova Scotia employment standards, human rights and occupational health and safety requirements.
- Experience interpreting or administering collective agreements is an asset.
- Demonstrated ability to manage sensitive and complex employee matters with professionalism, discretion and sound judgment.
- Strong written communication, interpersonal, organizational and problem-solving skills.
- Ability to manage competing priorities across multiple programs and work locations.
- Proficiency with HR information systems and Microsoft Office applications.
Working Relationships
The Human Resources Manager works closely with employees, supervisors, managers, senior leadership, HR and Scheduling staff, Finance, union representatives, Joint Occupational Health and Safety Committees, healthcare providers, Workers' Compensation representatives, external agencies and regulatory bodies.
The Manager is expected to develop effective working relationships while maintaining appropriate confidentiality, professional independence and sound HR judgment.
Benefits
- Casual dress
- Dental care
- Employee assistance program
- Extended health care
- On-site parking
- Paid time off
- RRSP match
Embark on a rewarding career where your leadership transforms workplace culture! We are committed to fostering an inclusive environment that supports your professional growth while ensuring you have the tools needed to succeed every day.
Pay: From $80,000.00 per year
Benefits:
- Casual dress
- Dental care
- Employee assistance program
- Life insurance
- On-site parking
- RRSP match
- Vision care
Work Location: In person
