HR Manager, Total Rewards
RESPONSIBILITIES:
General
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Through actions, supports the Mission, Vision, Values, Strategic Plan and core competencies.
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Reviews and adheres to all Policies and Procedures, including: Finance & Administration; Services & Supports; Human Resources; Health & Safety, and all other.
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Adheres to manager responsibilities for Health & Safety as defined by the Occupational Health and Safety Act (OHSA) and applicable regulations.
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Attends Regional management meetings as required/appropriate.
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Develops and maintains positive mentoring and advisory relationships with Managers as determined through consultation.
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Develops communication plans, briefing notes, dashboards and presentations to all levels of employees, including Senior Leadership team and the Board.
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Supports with Bargaining Unit negotiations, grievances and Arbitration
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Performs other related duties as required.
Leadership and Performance
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Provide team leadership, managing, motivating and leading a team of HR Professionals, ensuring effective teamwork, high standards of work performance and customer service and continuous improvement.
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Acts as leader in Job Evaluation, Pay Equity, Market Analysis as well as Compensation reviews maintaining internal equity.
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Lead the administration of annual compensation and benefits programs including salary increases, annual benefit plan reviews, pension administration for union and non-union employee groups.
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Lead LEAN process improvement initiatives
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Maintain the employee retention and recognition programs: Pillars of Excellence, Service Awards and Referral Program.
Resource Management
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Leadership oversight of HR Technologies, including but not limited to the HRIS and ATS, as well as an HR analytical BI tool. Oversees all upgrades and recommends new technologies supporting HR’s information system roadmap.
Position Description – Manager HR Operations and Total Rewards 2
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Oversees the Workforce Analytics and identifies key metrics supporting workforce planning. Provides insightful analysis and sets target for continuous improvements and competitiveness. Provides recommendations on leading proactive metrics.
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Design, development and implementation of strategic compensation and benefits plans.
Provides recommendations and monitoring to ensure effectiveness of plans.
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Identifies emerging trends, best practices and provides benchmarking analysis for total rewards plans supporting recruitment, retention and engagement. Identify and recommends continuous improvements and cost savings opportunities to benefit plans.
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Oversee the delivery and implementation of the employee engagement survey and annual pulse surveys.
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Facilitate the outcomes of the employee engagement survey and ensure the actionable items are reported to EMM.
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Develop and implement procedures to ensure that employees are informed of Human Resources’ policies, procedures, and total compensation information.
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Ensures Compensation administration policies, practices and procedures are compliant with relevant legislation.
Quality Outcomes for the Persons we Support
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Ensures we meet our targets and milestones for organizational excellence as it relates to the strategic plan of the organization.
Quality Assurance Measures
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Report metrics and analytics along with supporting rationale to EMM and the Board
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Oversee reconciliation of benefits, pension, RRSP and EFAP and ensure appropriate follow up with providers.
POSITION REQUIREMENTS:
Education:
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A post-secondary degree in Human Resources, Business, or related field.
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Certified Employee Benefits Specialist (CEBS) or Certified Compensation Professional (CCP) designation, or certification in Human Resources Management (i.e., CHRP), or pension certification is an asset.
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An equivalent combination of education, training and experience will be considered.
Experience and Knowledge:
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Minimum of five years of progressive experience managing corporate compensation, benefits, and pension programs.
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Project management experience is an asset.
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Strong knowledge of the Developmental Services sector is an asset.
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Strong relationship management skills and the ability to influence others
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Ability to establish credibility with all levels of the organization, challenging the status quo and being a catalyst for positive change
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People management including mentoring, coaching, training and development.
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Working knowledge of related legislation and regulations such as: Employment Standards Act, Occupational Health and Safety Act, Human Rights Act, Services and Supports to Promote the Social Inclusion of Persons with Developmental Disabilities Act, etc.
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Ability to provide guidance and communication of legislation and regulations and provides advice on how to meet these requirements in their provision of services.
Position Description – Manager HR Operations and Total Rewards 3
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Competency and effective use of database systems.
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Knowledge of budgeting and scheduling of employees is an asset.
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French language is an asset.
Skills:
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Excellent oral and written communication skills.
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Excellent interpersonal and team building skills.
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Strong organizational and time management.
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Working knowledge of HRMS systems.
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Strong consulting and mentoring abilities.
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Strong project management (planning) skills.
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Strong attention to detail. Strong presentation skills.
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Working knowledge of software such as: Microsoft Office, Email and the Internet.
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Demonstrated flexibility, innovation and creativity.
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Excellent team work skills.
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Excellent problem solving and leadership skills.
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Self-motivated and self-directed.
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Demonstrates a strong work ethic.
Competencies:
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Generate excitement, enthusiasm and commitment in people by translating the vision, mission and values into terms that are relevant to the work being performed, through:
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Advocating for others
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Developing and leading others.
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Holding people accountable.
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Managing change
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Relationship/network building. Resource management.
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Strategic thinking.
