Human Resources Manager

at  Seabird Island Band

POSITION SUMMARY

Reporting to the Chief Administrative Officer, the Human Resources (HR) Manager oversees the Human Resources division ensuring alignment with our vision, mission, strategic plan, and values. Working closely with the Directors Team and senior management, the HR Manager develops and implements practices to attract and retain talented team members focused on doing meaningful work. Division areas include human resource strategy and workforce planning, full-cycle recruitment, onboarding, employee relations, coaching, dispute resolution, retention and recognition, compensation, training and development, and performance management, exiting, as well as ensuring compliance with all relevant federal and provincial legislation.
The HR Manager leads with humility, motivation, and empathy. They actively listen to employees and understand the importance of building trusting relationships to create an efficient and culturally safe workplace. The HR Manager has a grounded understanding of how Human Resources can impact overall business operations by reducing barriers, following best practices, and collaborating with internal and external partners in a relational way within a flexible and adaptable dynamic, fast paced, and demanding environment.

OPERATIONS

• Managing full-cycle Human Resources services and initiatives, ensuring alignment to Seabird Island’s vision, mission, strategic plan, and values.
• Serving as the resident expert on Canada Labour Code, employment standards, HR policies, codes, and applicable laws and legislation, with the support of legal counsel.
• Working collaboratively with departments to support organizational growth and development through effective planning, development and implementation of HR initiatives and systems.
• Overseeing and administering recruiting and selection functions to attract and hire talented employees utilizing progressive and proactive candidate sourcing strategy. Including developing and implementing strategies for employment opportunities that meet the needs of the Band, while prioritizing providing opportunities to Band Members.
• Overseeing the creation of strong job descriptions for all new and existing positions to ensure both employer and employee have a clear expectation for their employment relationships.
• Ensuring effective and culturally aligned onboarding of new team members.
• Overseeing employee compensation programs, ensuring they are competitive and cost-effective.
• Coordinating injury and illness leaves as well as return to work or modified duty offers.
• Developing and implementing capacity development programs to ensure that employees have the necessary skills and knowledge to perform their roles effectively. When needed, lead training sessions on a wide variety of topics and to a diverse audience striving for stronger employees and management.
• Serving as a resource to senior management and employees in all aspects of the employment relationship. Anticipating, identifying, and coaching managers regarding employee relations issues and opportunities to seek the best outcomes for a cohesive and healthy workplace.
• Providing guidance and support to management on performance management issues, including performance improvement plans, disciplinary actions, and terminations. Assisting with drafting performance improvement plans and coaches’ managers through performance conversations.
• Providing coaching and support to employees that have work related concerns, this may include deferring the employee to their Direct Supervisor to address the issue.
• Investigate and resolve disputes/complaints of discrimination, harassment, sexual harassment, grievances, acts of violence and workplace disagreements. Including making recommendations for suspensions, outcomes, and changes to practices.
• Developing and implementing a strong employee off-boarding program: o Based on performance or investigation outcomes, makes recommendations to directors and the Chief Administrative Officer on ends of employment. Including preparing employee separation notices and related documentation in collaboration with legal counsel when necessary.
• Schedules and oversees all terminations and ends of employment, in collaboration with the director.
• Ensures equipment is returned, employees are removed from the system and exit interviews are offered.

FISCAL ACCOUNTABILITIES

• Preparing and administering the program’s budget, ensuring appropriate systems and procedures are followed in order to provide financial oversight and budgetary control, in alignment with the Finance Administration Law and Finance Policy. Working in collaboration with the Financial Analyst.
• Collaborating with the Financial Analyst for budget planning, adjusting operations to meet projections, approving expenditures, and identifying and costing new initiatives, and strategies and opportunities for saving.
• Preparing, negotiating, and administering contracts for projects related to the programs initiatives, in alignment with policies and procedures.
• Identifying and pursuing opportunities for supporting new activities and improvement initiatives.

QUALIFICATIONS

• Bachelor’s degree in human resources or related field required.
• Certified Professional Human Resources (CPHR) designation or equivalent is required.
• Qualifications in conflict management, dispute resolution, and providing coaching an asset.

EXPERIENCE

• 5-7 years’ experience working as an HR Generalist, Business Partner, or Human Resources Manager.
• Must have experience providing HR support in a multi-line business environment.
• Experience with employee engagement, onboarding, and progressive discipline processes.
• Extensive experience in employee relations including conducting investigations, mediation, leading performance management and corrective action discussions.
• Must have experience providing support to senior management or executive level employees.

KNOWLEDGE, SKILLS, AND ATTRIBUTES

• Knowledge, respect and understanding of Stó:lō culture, traditions and language or willingness to learn. In-depth knowledge and a comprehensive understanding of contemporary family and societal challenges experienced by Indigenous communities, with a specific focus on the intergenerational repercussions of the residential school system on families and communities.
• Understanding of trauma-informed practices and addictions or willingness to learn.
• A proven track record of working with Federal or Provincial labour laws and applying them in a diverse working environment.
• In-depth knowledge of HR and recruiting best practices and emerging trends.
• Highly effective coaching, facilitating, presentation and influencing skills. Ability to deal with conflict or difficult situations and work with parties to find appropriate solutions using mediation and conciliation.
• Understanding of WorkSafeBC and Occupational Health and Safety legislation.
• Must be self-motivated and able to work independently.

COMMITTEE AND SPECIAL ROLES

• This position may provide reports, agenda items, or be present as an expert in their field of work for the following Committees (which may include the Executive Committees of each): Chief and Council; Administration Department/Audit Committee.
• The HR Manager acts as the division’s employees’ “go-to person” for complex and/or unresolved issues. They serve 1st in the Line of Authority for employee disputes. If they are unable to resolve the issue, they may forward the issue to the Executive Director / Chief Administrative Officer for recommendation on resolution.
• In emergency or urgent situations, this position has the authority to suspend any employee of Seabird Island pending investigation.
• Communicating with the community to build laterally kind relationships with all. The HR Manager serves as the Community’s last in the Line of Authority for Departmental community complaints. If they are unable to resolve the issue, they may forward the issue to the Executive Director / Chief Administrative Officer for recommendation on resolution.
• Communicating through the Executive Director / Chief Administrative Officer, and when requested, the HR Manager directly provides metrics and summaries, and other requested materials related to Human Resources operations for decision-making and recommendations for Council. The HR Manager may also attend related Committee meetings on behalf of Seabird Island, at the request of the Executive Director / Chief Administrative Officer.
• This position may act as an advisor to the Seabird Island Emergency Operations Centre. Other
• Provide input and information to Chief and Council, Committees, Executive Director, and Directors as requested or otherwise appropriate.As requested, attend various forums such as meetings, workshops, and conferences.

OTHER DUTIES

• Additional responsibilities as needed to support the community and uphold our shared values.
• Other duties or responsibilities as assigned by your Chief Administrative Officer, or Chief & Council.