Senior Manager, Human Resources

at  Heart Stroke

WHO WE ARE

At Heart & Stroke our mission is to promote health, save lives and enhance recovery. We are committed to a culture that exemplifies our core values: champion health, practice humility, embrace change, drive impact, learn and grow and be heartfelt as we work together to beat heart disease and stroke.
We believe in equity, diversity and inclusion ― it’s embedded in our values and core mission work to support all people in Canada to lead healthier lives. We are committed to applying this principle to cultivate a welcoming environment that embraces diversity among our employees. Candidates from diverse backgrounds, including but not limited to, Indigenous peoples, racialized communities, 2SLGBTQIA+ communities, women, and people living disabilities are encouraged to apply.
To learn more about our mission, values, commitment to EDI, and the difference Heart & Stroke makes in the lives of people in Canada at every age, please visit our website.

HOW YOU WILL MAKE AN IMPACT EVERY DAY

Provide subject matter expertise in the employee journey from recruitment, hiring, employee engagement, career development/management, performance management, off-boarding:

• Be an employee champion to ensure their perspective and needs are considered.
• Collaborate with team members (L&D, Compensation, Comms) on new approaches, programs, policies and procedures to continually improve HR practices.
• Provide consultative and supportive services to managers and employees with respect to issues impacting employees such as incident investigations, progressive discipline, and performance issues
• Provide advice and guidance on roles, position development and management, job descriptions,
• Document and maintain data on HR programs (e.g. recruitment reports, exit interviews)
• Take an active role in HR projects, demonstrating leadership capabilities and contributing to the continuous improvement and growth of the HR function. Examples of projects include Recruitment process improvement, Policy review and development, Risk management, LTD management, Job evaluation.

Partner with senior leaders (ET, SLR) providing guidance and support on various HR matters including employee relations, engagement, performance management, compensation and total rewards, organizational structure, workforce planning, role definition, etc.:

• Collaborate with the leaders to align HR strategies with business and organization goals.
• Build strong, trusting relationships and partners with the business leaders at the senior management, manager and supervisor levels to understand the business and deliver appropriate, timely and high-quality HR solutions.
• Provide advice, coaching and communication in all areas of Human Resources, leveraging knowledge of HR and business practices to influence best outcomes for the organization. Provide advice and guidance to proactively resolve employee issues, performance issues,
• Collaborate with the leaders to align HR strategies with business and organization goals.
• Proactively work with data available to understand, identify, analyze patterns for attention or action and counsel leaders on approaches and solutions.

Workforce planning and execution:

• Work closely with senior leaders and people managers to support them in the considerations of human resource needs, and plan for future needs.
• For restructuring and organizational change, develop action plans (run of plays) that execute the change effectively, identify and minimize risks, understand employee impact and impact on other areas of the organization, and reflect our values and culture.
• Plan and facilitate all terminations to ensure Foundation standards and best practices followed.

Workplace investigations and absence management:

• Conduct workplace investigations ensuring fairness, privacy and confidentiality, resolution, consultations/interviews, and follow-ups post investigations. Engage legal counsel as an important partner in serious workplace investigations.
• Apply the policies of the organization and ensure legal compliance. Ensure employees follow H&S processes for absences.
• Manage employee absences that extend into STD and LTD ensuring employees understand their obligations and that Manulife is an effective partner.

Compliance and risk management:

• Subject matter expert on workplace health and safety, provincial labour laws that continually change.

Talent retention/attraction:

• Lead the development of recruitment strategy and support recruiting needs for the business.
• Use behaviour-focused interviewing methodology, develop interviewing guide for each position to reflect required skill, competency and values requirements.
• Work with the Recruitment Coordinator, conduct timely, professional and thorough interviews and reference checks to probe/confirm fit, competency and technical skill of candidates.
• Facilitate decision process to conclusion, providing advice and guidance to assist Hiring managers in their decision and to ensure a fair, objective and equitable decision process.

Conflict management:

• Provide advice and counsel on a range of employee relations issues including:
• Coaching managers on performance improvement discussions and performance improvement plans. Where deemed necessary, facilitate discussions between manager and employee in helping resolve difficult situations.
• Ensure compliance with HSF policies and employment standards in each and every employee relations situation.
• Manage employee relations issues leveraging HR experience and expertise, and using processes and procedures that reflect best practices.

Team leadership:

• Lead talent development of team members, ensuring high standards, competence and that staff is well supported in fulfilling their accountabilities, developing their skills and achieving their career potential.
• Provide clear direction on business goals and priorities; ensure optimal deployment of resources to achieve business goals.
• Establish performance plan and objectives and review on an ongoing basis; provide coaching and feedback as per the performance management process

This position is accountable for:

• Providing a wide range of Human Resources expertise, solutions and consulting services to support employees, the business, and people leaders in the achievement of their goals.
• Supporting and/or leading the development, planning and execution of various programs and initiatives in relation to recruitment, retention, performance management, compensation, employee engagement, HR policy & procedures and health & safety.
• Providing professional guidance and advice to the leadership team and the client group, on HR issues ensuring Human Resources activities and policies are aligned with the policies of the organization and legislative environment across Canada

Partner with senior leaders (ET, SLR) providing guidance and support on various HR matters including employee relations, engagement, performance management, compensation and total rewards, organizational structure, workforce planning, role definition, etc.:

• Collaborate with the leaders to align HR strategies with business and organization goals.
• Build strong, trusting relationships and partners with the business leaders at the senior management, manager and supervisor levels to understand the business and deliver appropriate, timely and high-quality HR solutions.
• Provide advice, coaching and communication in all areas of Human Resources, leveraging knowledge of HR and business practices to influence best outcomes for the organization. Provide advice and guidance to proactively resolve employee issues, performance issues,
• Collaborate with the leaders to align HR strategies with business and organization goals.
• Proactively work with data available to understand, identify, analyze patterns for attention or action and counsel leaders on approaches and solutions