Company Overview: Community Resources and Support Services Ltd. (CRSS) is a leading provider of residential and support services for individuals with complex special needs. With a dedicated team of over 150 professionals, we are committed to enhancing the lives of those we serve through high-quality care and individualized support.
Position Overview: The HR Manager at CRSS will play a crucial role in supporting the organization’s mission by developing and managing HR policies, fostering a positive workplace culture, and ensuring compliance with labor laws. The HR Manager will oversee recruitment, employee relations, performance management, benefits administration, payroll, and staff development, scheduling, helping CRSS attract and retain top talent to support individuals with complex special needs.

QUALIFICATIONS:

• Post-secondary education in Human Resources, Business Administration, or a related field (college diploma or university degree).
• Proven experience in an HR management role, preferably within the healthcare or social services sector.
• Strong knowledge of HR laws, regulations, and best practices.
• Excellent interpersonal and communication skills.
• Ability to build relationships and promote a positive workplace culture.
• Strong organizational and analytical skills with attention to detail.
• Proficient in HR software and Microsoft Office Suite.
• A passion for helping people and making a positive difference.
  Job Type: Full-time
  Pay: $60,000.00-$70,000.00 per year

Benefits:

• Extended health care
• Paid time off

Application question(s):

• Experience within the healthcare or social services sector.

Education:

• Bachelor’s Degree (preferred)

Work Location: In perso

Performance Management:

• Develop and manage performance appraisal systems.
• Support managers in setting performance goals, providing feedback, and conducting evaluations.
• Address performance issues through coaching and disciplinary measures when necessary.
• Manage and update job descriptions to accurately reflect the responsibilities and requirements of each role within the organization

Recruitment and Onboarding:

• Oversee full-cycle recruitment, including job postings, interviewing, preparing employment agreements, hiring, and onboarding.
• Collaborate with the leadership team to identify staffing needs and job requirements.
• Ensure new employees are effectively integrated into the organization.

Employee Relations:

• Act as a point of contact for staff regarding HR-related inquiries and concerns.
• Manage employee relations by addressing issues and resolving conflicts professionally.
• Foster a positive, inclusive workplace culture that aligns with CRSS’s values.

Compliance and Policies:

• Ensure compliance with employment laws and company policies.
• Update and implement HR policies and procedures as required.
• Stay current with changes in employment regulations and advise leadership on best practices.

Performance Management:

• Develop and manage performance appraisal systems.
• Support managers in setting performance goals, providing feedback, and conducting evaluations.
• Address performance issues through coaching and disciplinary measures when necessary.
• Manage and update job descriptions to accurately reflect the responsibilities and requirements of each role within the organization.

Compensation and Benefits:

• Oversee compensation structures and benefits administration.
• Ensure employee compensation is competitive and aligned with market standards.
• Manage employee benefits programs, including health insurance, leave policies, and retirement plans.
• Oversee the management of employee files, ensuring that all documentation is maintained accurately and confidentially.

Training and Development:

• Design and implement employee training and development programs.
• Identify professional growth opportunities for staff to enhance their skills and advance in their careers.

Health and Safety:

• Ensure workplace health and safety regulations are followed.
• Collaborate with team to maintain a safe working environment.

HR Metrics and Reporting:

• Continuously evaluate and improve HR management processes, including new technology, ensuring they align with best practices and organizational goals.
• Maintain employee records and HR metrics (e.g., retention/turnover rates, staffing agency utilization, absenteeism, vacation tracking, etc.).
• Generate reports for leadership to inform and make recommendations around workforce planning and HR strategies.

Scheduling & Workforce Management Responsibilities:

• Oversee and coordinate employee schedules across multiple locations
• Ensure appropriate staffing levels are maintained to meet operational and client needs
• Manage shift coverage, vacation requests, sick days, and other scheduling changes
• Work closely with program supervisors to address staffing gaps and optimize coverage
• Respond to urgent scheduling needs and last-minute changes in a timely and organized manner