POSITION TITLE:
DEPARTMENT:
TERM:
SALARY:
MANAGER OF HUMAN RESOURCES
HUMAN RESOURCES
Regular Full Time, Exempt
$117,713.70 - $130,793.00
NATURE AND SCOPE OF WORK
The Manager of Human Resources (HR), in partnership with the Chief Human Resources Officer, is responsible for the overall administration of the Human Resources functions of the City. The position provides operational leadership in recruitment, learning and development, labour and employee relations, policy development, performance management and organizational development and workforce planning.
The Manager of HR provides guidance to management in the consistent application and interpretation of the collective agreements, HR policies and applicable legislation. This position has oversight and accountability for payroll and benefits administration, ensuring effective delivery of services through the Payroll & Benefits Coordinator function, including full-cycle payroll, benefits administration, statutory compliance and financial reporting processes.
SUPERVISION RECEIVED
Chief Human Resources Officer (CHRO).
SUPERVISION EXERCISED
Provides supervision and assistance to staff members as assigned.
KEY RESPONSIBILITIES
- Responsible for the administration of the Human Resources (HR) functions including HR department budget preparation and administration, and participation in the development of the HR business plan.
- Oversee the interpretation and administration of collective agreements to ensure consistent application across the organization.
- Oversee the processing of employee grievances, negotiations, arbitrations and related processes, such as Labour Management meetings and grievance hearings.
- Provide consultative services to management and staff on contract administration, contract interpretation, and other personnel matters.
- Participate in developing job descriptions and other related classification matters for union and management positions in consultation with the department/divisional managers.
Perform detailed research related to Labour Relations matters and conducts studies on such matters as testing, manpower planning, prevailing salary rates, working conditions, job requirements, training programs, collective agreement negotiations, grievances and other personnel policies and practices.
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- Oversee the administration of recruitment and selection competitions for management and union positions.
- Collaborate with Finance and the Chief Human Resources Officer (CHRO) on personnel budgeting and payroll analysis.
- Responsible for the development, implementation and updating of a wide variety of progressive Human Resource policies and programs; including recruitment, labour relations, employment and pay equity.
- Support the organization’s performance management processes; contributes to the Achievement Planning and Review Process’ core methodology (coaching, development, feedback and recognition) for enhanced employee and organizational performance. Promotes a culture of continuous learning and development for all employee groups.
- Coordinate full cycle Learning and Development Program for the City, to include; training courses creation and presentation, annual course calendar creation, training consultants’ management, speaker series coordination, training day coordination and reporting learning & development KPI’s at the annual presentation to senior management.
- Provide oversight of payroll and benefits administration functions carried out by the Payroll & Benefits Coordinator.
- Foster an organizational culture that encourages open, transparent communication and provides growth, recognition and quality of life opportunities for all employees in line with City beliefs.
- Prepare and maintain a variety of records and correspondence; prepare narrative and statistical reports.
- Comply with the City’s occupational health and safety program and applicable legislative requirements; review incidents and accidents, recommend corrective actions, deliver safety orientations, and conduct safety meetings as required.
The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.
CORE PERFORMANCE OBJECTIVES
- Client Focused – strives to provide superior public service
- Resource Management – never takes money from taxpayers before absolutely necessary
- Leadership – professional recommendation, servient implementation
- Innovation – debates and challenges processes
CORE COMPETENCIES
- Communication – clearly conveys and receives messages to meet needs of all; involving listening, interpreting, formulating and delivering: verbal, non-verbal, written, and/or electronic messages
- Teamwork – works co-operatively and productively with others to achieve results
- Problem Solving and Judgment – Assesses options and implications in order to identify solutions
- Results Oriented – knows what results are important, focuses resources to achieve those in alignment with the goals of the organization
- Adaptability – shows personal willingness and ability to effectively work in, and adapt to change
REQUIRED SKILLS, QUALIFICATIONS, LICENSES, CERTIFICATIONS and REGISTRATIONS
- Diploma or Degree in Human Resource Management or Business Administration with Major in Human Resources; or a combination of relevant education and experience
- CPHR – Certified Professional Human Resource designation preferred
- Minimum five years’ experience of progressively responsible HR experience in a unionized environment
- Experience in employee relations, collective agreement negotiations, grievances, arbitrations and performance management
- Valid BC Class 5 Drivers License
- Ability to pass and maintain a Police Information Check
- Knowledge of applicable legislation, Worksafe BC regulations, Municipal Pension Plan, employee benefits, collective agreements and labour management negotiations.
- Ability to plan, develop and maintain a sound, effective personnel program and gain acceptance and cooperation from employees, municipal and union representatives.
GENERAL
The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related and/or a logical assignment to the position.
Formal application; rating of education and experience; oral interview and reference check; police information check; and job related tests may be required
The job description does not constitute an employment agreement between the employer and the employee and is subject to change by the employer as the needs of the employer and the requirements of the job change.
