Overview

We are seeking a collaborative and employee-focused Manager, Human Resources to support leaders and employees across our growing media organization. This role serves as a trusted advisor and strategic partner, providing guidance on employee relations, performance management, employee engagement, workforce planning, and day-to-day people matters. 

The successful candidate will have a strong foundation in employee relations and will enjoy partnering closely with leaders to navigate workplace challenges, support employee development, and foster a positive and inclusive culture. This role also plays an important part in the implementation of HR programs and initiatives, ensuring alignment with organizational goals while delivering an exceptional employee experience. 

Responsibilities

Employee Relations & Management Support 

• Act as a trusted advisor to managers and employees on employee relations matters, workplace concerns, and HR best practices.  
• Support resolution of employee relations issues, ensuring fair and consistent outcomes.  
• Conduct and support workplace investigations, including documentation, fact-finding, recommendations, and follow-up.  
• Coach managers on performance, development, attendance, conflict resolution, and difficult conversations.  
• Partner with leaders to proactively address workplace concerns and improve employee experience.  
• Support accommodation, leave management, and return-to-work processes.  
• Exercise sound judgment in resolving complex employee and workplace matters.  

Business Partnership & Talent Support 

• Build strong relationships across assigned client groups and all levels of the organization.  
• Partner with managers to drive team effectiveness, engagement, and retention.  
• Support the full employee lifecycle, including onboarding, development, performance, and offboarding.  
• Manage organizational change and business initiatives, ensuring clear communication and positive employee experience.  
• Facilitate talent review and performance management processes.  
• Analyze employee engagement survey results and HR metrics (e.g., turnover, retention) to identify trends and recommend actions to improve engagement and effectiveness.  
• Oversee day-to-day HR support for assigned client groups, ensuring consistent and effective HR partnership.  

Culture, Engagement & HR Initiatives 

• Collaborate across teams, including HR, Talent Acquisition, L&D, and DEI to deliver integrated culture and people initiatives, while mentoring junior staff and effectively managing up to senior leaders. 
• Support employee engagement, recognition, and culture initiatives.  
• Identify opportunities to strengthen engagement and workplace culture.  
• Participate in HR projects and continuous improvement initiatives.  

Compliance & HR Operations 

• Ensure compliance with Ontario employment legislation, company policies, and HR best practices.  
• Provide guidance on policy interpretation and application.  
• Support development, implementation, and improvement of HR programs, policies, and processes.  
• Maintain accurate HR documentation and reporting.  
• Identify and escalate people-related risks and support mitigation strategies. 

Qualifications

• 5–8 years of progressive Human Resources experience, including employee relations, performance management, manager coaching, talent development, and the implementation of HR programs and initiatives. 
• 2–3 years of experience leading employee relations and performance management activities, providing strategic guidance to managers on complex workplace issues, policy interpretation, and organizational effectiveness. 
• Experience supporting leaders on a variety of people-related matters in a HR Business Partner or HR Manager capacity. 
• Strong knowledge of Ontario employment legislation and HR best practices. 
• Experience resolving employee relations issues is considered a strong asset. 
• Demonstrated ability to build credibility and establish effective working relationships across all levels of an organization. 
• Strong communication, conflict resolution, problem-solving, and decision-making skills. 
• Experience working in media, agency, or fast-paced, dynamic professional environments is a plus. 
• CHRP designation or progress toward designation is considered an asset.

Core Competencies 

• Employee Relations 
• Sound Judgment & Decision-Making 
• Conflict Resolution 
• Relationship Building & Influence 
• Performance Management 
• HR Program Development & Implementation 
• Compliance & Risk Management 
• Collaboration 
• Problem Solving 
• Adaptability & Change Management