Manager, Human Resources
BC IMC
Victoria, BC
DEPARTMENT DESCRIPTION
The Human Resources department provides people strategies and operational HR leadership in direct support of investment return objectives and delivering on BCI’s mission. The HR department adds value as a tactical business partner, is a stimulant of change when mandates shift, and serves as a trusted advisor to the CEO/CIO, Executive and the Board on all people matters. HR enables employee recruitment, development, training, reward and administers payroll, leave and benefits.

POSITION DESCRIPTION
The HR Manager reports to the Director, People Development and is one of three Managers in the department. The position is responsible for providing all aspects of BCI’s human resources management services to specific internal client groups. This includes: developing and implementing a full range of expert human resources services to assist the organization in meetings its strategic objectives; providing general leadership and advice relating to employee management and change initiatives; and ensuring that the corporation’s human resources practices and policies are relevant, progressive, and applied appropriately. The Manager has a first-hand understanding of what it takes to build people strategies, policies, processes, and systems to ensure a corporation acts and feels like a unified organization with one culture. As the organization continues to grow, high volumes of recruitment exist.

In addition to the generalist human resources responsibilities to client groups, each of the three HR Managers provides specialist HR expertise on specific topics. This position is responsible for providing expertise in the areas of training and development and manages a comprehensive program of training initiatives and workshop offerings.

The position is supported by a Human Resources Advisor and Technician, who report to the Manager. Some travel to the BCI Vancouver Information Technology office is required.

QUALIFICATIONS

Minimum ten years as a human resources practitioner with in depth generalist and relevant specialist experience
Direct, hands-on experience as a training and development specialist
Bachelor’s degree with a certified HR-related designation is preferred
Sound business acumen and knowledge of the investment/financial industry to complement expert-level knowledge in emerging human resources practices
Excellent writing ability and communication is a must
Experience in coaching, team building and mentoring is essential
High aptitude for Human Resources Information Systems (HRIS)
International and private sector financial industry experience will be viewed favorably
PRIMARY RESPONSIBILITIES
Human Resources Business Partner

Is a trusted business partner to internal client groups, providing sound advice and support on all HR matters; develops appropriate tools and resources that enable managers to manage their employee’s performance.
With discretion and tact, manages employee relations cases; is adept at handling a wide variety of employee issues while maintaining engagement among staff.
Recruits, selects and orients the appropriate people with the right knowledge and skills to meet organizational needs; supports recruitment for client groups including phone screening, deep dive interviews and on-boarding.
Considers organizational priorities and strategic objectives in the identification of the appropriate employee and organizational development activities.
Training and Development

Manages the identification and development of a broad range of management, foundational and technical training and development programs to support employee and organizational development plans.
Manages the evaluation and continuous improvement of training and development programs.
Collaborates with other HR managers to provide training and development advice to client departments to enhance department specific skills development and team effectiveness.
Leads employee professional development planning to support and ensures the design of appropriate training schedules and strategies based on identification of training needs.
Manages the design and delivery of courses and materials in a variety of formats (e-learning and in person workshops) ensuring the content is customized to meet the development needs of employees.
Manages related employee development projects (e.g., succession planning, competencies framework).
Develops related policies and practices and prepares reports as required.
Manages the training and development budget.
Oversees the leveraging of the Learning Management System and ensures functionality is fully utilized.
Utilizes analytics to measure effectiveness of the training curriculum to maximize achievement of business objectives.
COMPETENCIES
Relationship Building

Effective performers understand the importance of establishing and maintaining productive relationships; able to leverage relationships to facilitate operational and strategic HR objectives.

Provides informal coaching and mentoring to managers and employees, assisting them in dealing with interpersonal and career challenges.
Is comfortable working with others with differing opinions; exhibits a collaborative approach by offering opposing ideas in a tactful and diplomatic manner.
Influences, persuades and motivates others; establishes personal power base built on mutual trust, expertise and honesty.
Values and respects the concerns and feelings of others; communicates empathy, has respect for the individual and appreciation of diversity within the organization.
Communication
Effective performers clearly and articulately convey information to others.

Communicates in a clear, concise, candid and accurate manner, both orally and in writing to support the effective management of the HR function.
Is confident in their ability to accomplish goals; is willing to speak up to the right person or group at the right time, when presenting information or when they disagree wit ha decision or strategy
Maintains composure even in trying circumstances; gathers information, asks difficult questions, and challenges and conveys points of view in a tactful, diplomatic, and professional manner.
Leads and manages meetings effectively; ensuring objectives are communicated and met. Facilitates group discussion to encourage participation and consensus where possible.
Business Thinking
Effective performers see the organization as a series of integrated and interlocking business processes. They understand how their work connects with and affects other areas of the organization.

Demonstrates an understanding of the culture of the organization by modeling company values.
Focuses on the needs and expectations of clients and acts in their best interest.
Understands the overall goals of the organization and works with others where appropriate to meet those goals.
Has a broad perspective on business and the investment industry; understands interdependencies and the range of factors that can influence HR decisions.
Works effectively within the organization’s formal and informal channels; understands how their actions can affect other areas of the organization.
Organizing and Planning
Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks.

Effectively prioritizes multiple requests from a variety of sources, ensuring priority is given to appropriate tasks.
Adjusts to changing priorities appropriately by displaying flexibility and willingness to reorganize tasks.
Is aware of department deliverables and timelines; anticipates when others on the team may need assistance and proactively provides needed support.
Talent Management
Effective performers tap the full potential of employees to meet the corporate goals. They view accomplishments as results achieved through the efforts of others and of teams, rather than through singular effort. They appropriately delegate both responsibility and accountability and constantly and consistently provide mentorship.

Appropriately aligns job functions and processes with departmental operations and goals.
Clearly articulates and communicates knowledge, skills and attributes required by employees to be successful in their jobs.
Leads the selection and promotion of employees, ensuring the right people with the right skills are in the right jobs and are ready at the time of need.
Develops skills and knowledge of team members by providing appropriate opportunities for growth using a range of strategies (i.e. training, special assignments, job rotation, etc.).
Evaluates performance of the team looking for ways to improve departmental effectiveness and delivery of value to the organization.