The Human Relations Manager / Business Partner is responsible for both the strategic as well as the day to day operations in all aspects of human resources management. The M / BP champions the implementation of HR policies, practices, and programs that support the mission, vision and values of the service. This role requires a leader with an understanding of HR wise practice, the ability to manage complex workforce challenges while ensuring that important administrative tasks are completed in a timely manner with a high level of attention to detail.
1. Strategic Human Resources Leadership - Align people strategies with organizational goals and future workforce needs.
- Develop and execute a comprehensive HR strategy aligned with the goals, ensuring effective management of employees while fostering a positive organizational culture.
- Provide advice and guidance regarding all people-related issues.
- Drive and support organizational change initiatives that enhance operational efficiency, employee engagement, and overall effectiveness.
- Support change management processes.
- Develop succession planning and career development programs to support long-term workforce sustainability.
2. Indigenous-Centered Human Resources Practices - Ensure HR practices reflect community values, knowledge systems, and cultural approaches.
- Ensure all HR policies and processes incorporate community ways of knowing, transfer of knowledge, and culturally appropriate approaches.
3. Talent Acquisition, Retention and Workforce Development - Build and sustain a high-performing workforce.
- Oversee recruitment, selection, and retention strategies to attract and retain top civilian talent.
- Participate in the creation of recruitment strategies for sworn members and assist in the recruitment of sworn members where needed.
- Develop succession planning and career development programs to support long-term workforce sustainability.
4. Employee Relations, Wellness and Total Rewards - Foster a healthy, engaged, and productive workplace.
- Foster a collaborative work environment by developing programs and practices that promote positive employee relations, mental and physical health, conflict resolution, and effective grievance management.
- Advocate for employee interests within the organization.
- Oversee and administer the group benefits program and workers' compensation coverage.
5. Human Resources Operations and Compliance - Ensure efficient, compliant, and effective delivery of HR services.
- Administer and maintain the human resources information systems.
- Ensure employee files are current and compliant with applicable standards.
- Actively manage and ensure all day-to-day HR operations are completed in a timely manner with strong attention to detail.
Cultural Competence and Indigenous Awareness
- Understanding of Indigenous history, cultures, governance structures, and community values.
- Ability to incorporate Indigenous ways of knowing, learning, relationship-building, and knowledge transfer into HR practices.
- Commitment to reconciliation and culturally safe workplace practices.
Strategic Leadership
- Ability to develop and implement people strategies that align with organizational priorities and operational requirements.
- Strong business acumen and understanding of organizational effectiveness.
- Ability to anticipate workforce needs and develop long-term solutions.
Executive Advisory and Influence
- Trusted advisor capable of providing sound, balanced, and practical guidance to executive leadership.
- Ability to influence decision-making through evidence-based recommendations.
- Strong judgment, discretion, and political acuity.
Relationship Building
- Builds respectful and productive relationships across all levels of the organization.
- Demonstrates diplomacy, empathy, and the ability to navigate sensitive situations.
- Skilled in facilitating collaboration and fostering trust.
Employee and Labour Relations
- Strong knowledge of employee relations principles, workplace investigations, conflict resolution, and grievance management.
- Ability to address complex people issues while balancing organizational and employee interests.
Change Leadership
- Demonstrated ability to lead and support organizational change initiatives.
- Ability to communicate effectively during periods of transition and uncertainty.
- Skilled at building employee engagement and commitment to change.
Education
- Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.
- Master's degree in a related discipline is considered an asset.
Professional Designation
- Chartered Professional in Human Resources (CPHR) designation preferred.
- Additional certifications in mediation, workplace investigations, leadership coaching, or change management are considered assets.
Experience
- Minimum 7-10 years of progressive human resources experience.
- Minimum 3-5 years in a senior HR leadership or management role.
- Experience advising senior leaders on complex people and organizational issues.
- Experience leading recruitment, employee relations, performance management, and workforce planning initiatives.
- Experience managing HR policies, programs, and compliance requirements.
- Experience working with Indigenous governments, organizations, communities, or police services.
- Experience supporting organizational change and transformation initiatives.
- Experience implementing HRIS systems and improving HR processes.
- Experience developing succession planning and talent development programs.
Pay: $80,000.00-$100,000.00 per year
Benefits:
Work Location: In person
