Responsibilities
include :
Legislative Compliance and Policy Administration
- Develops and maintains internal HR policies and proceduresin consultation with the Director of HR, ensuring alignment with all applicable legislation including theEmployment Standards Act(ESA),Ontario Human Rights Code(OHRC),Occupational Health and Safety Act(OHSA), andAccessibility for Ontarians with Disabilities Act(AODA).
- Proactively monitors changes in employment legislationand translates updates into actionable policy revisions and new procedures to ensure ongoing compliance.
- Prepares and distributes company-wide memosto introduce new or amended policies, ensuring clear communication and effective understanding across all levels of the organization.
- Maintains mandatory training moduleson workplace violence and harassment, accessibility, and health and safety, and ensures annual reviews are completed by all personnel.
- Maintains accurate and up-to-date compliance records, including policy acknowledgments and training completions, in collaboration with the Human Resources Administrative Assistant, ensuring all documentation is properly stored in the HRIS (ADP).
- Administers leaves of absence and other employment-related matters in compliance withtheESA, ensuring all actions align with legislative requirements and internal policies.
- Provides policy interpretation and guidance to staff members and managers, offering practical support to help navigate HR-related issues and ensure consistent application of policies.
- Conducts periodic on-site audits across all locations to verify that required health and safety postings and listings are visible, and records are up to date; leads follow-up actions when needed to support ongoing compliance and workplace safety.
- Supports the Joint Health and Safety Committee (JHSC)by coordinating initiatives and ensuring compliance with OHSA requirements.
- Supports the Director of HR in conducting workplace investigations when required.
- Performs other duties as assigned to support the needs of the HR department.
Training Coordination and Performance Management
Sources, vets, and coordinates external training providers to deliver high-impact learning experiences.Coordinates the end-to-end training process, including quotations, scheduling, on-site logistics, and communications.Collects and analyzes training feedback to evaluate effectiveness and inform future learning strategies.Ensures that interim and annual performance reviews are completed on schedule, maintains accurate records, and conducts follow-ups when needed with managers.Supports the Director of HR with updating performance management frameworks and tools aligned with organizational objectives.Provides HR support to managers on feedback delivery and performance review processes, including effective performance conversations.Performs other duties as assigned to support the needs of the HR department.Employee Engagement and Retention
Leads the planning and execution of diverse engagement initiatives, including team-building events, themed office days, and milestone recognitions.Spearheads, actively participates in, and oversees a new Culture & Connections Collective comprised of a cross-functional employee-led committee dedicated to curating inclusive, high-impact events that build camaraderie and celebrate workplace culture.Ensures events are thoughtfully designed to reflect the interests and values of a diverse workforce, while promoting collaboration, morale, and a sense of community.Creates surveys, analyzes data, and presents findings and recommendations to senior leadership.Develops and implements strategies that support recognition, career growth, and work-life balance.Partners with managers to create personalized development plans for high-potential employees.Manages and conducts exit interview processes, analyzes turnover data and prepares relevant feedback reports for the Director of HR.Performs other duties as assigned to support the needs of the HR department.Recruitment, Onboarding, and Employee Integration
Leads full-cycle recruitment processes, including job postings, pre-screen assessments, reference checks, and onboarding.Collaborates with hiring managers to assess workforce needs and develop strategic recruitment plans.Coordinates all aspects of the onboarding journey, including pre-boarding communications and welcome materials, ensuring a seamless and positive candidate experience that reflects the organization’s values and culture.Develops, maintains, and continuously enhances onboarding and training plans in collaboration with managers tailored to different roles and programs / departments.Monitors onboarding effectiveness through feedback surveys, retention data, and performance indicators, using insights to refine strategies.Performs other duties as assigned to support the needs of the HR department.HR Communication, Data Analysis and Reporting
Develops and facilitates regular feedback loops through surveys, group discussions, and one-on-one conversations.Translates employee feedback into actionable insights and collaborates with leadership to implement improvements.Tracks and analyzes key HR metrics related to engagement, retention, performance, and development.Prepares regular reports and dashboards to inform strategic decision-making.Ensures data integrity, accuracy, and confidentiality in all reporting processes.Performs other duties as assigned to support the needs of the HR department.Qualifications / Skills Required :
Post-secondary degree in Human Resources is highly preferred, or an equivalent combination of HR education and experience is required.Minimum of 4 years’ hands-on HR experiencein a similar capacity across various functions, including compliance, policy development, recruitment, onboarding, employee relations, and engagement initiatives.Demonstrated knowledge of applicable legislation is required, including the ESA, OHRC, OHSA, and AODA, with practical experience administering HR functions to ensure compliance.Familiarity with HR-related legislationin Alberta, British Columbia, and Nova Scotia is considered a strong asset.Tech-savvy in using learning management systems (LMS), AI tools, and emerging HR technologiesto automate and monitor onboarding, training, and performance management processes.Experience developing HR dashboards and working with Power BI is considered a strong asset.Proven understanding of HR principles and best practices.Demonstrated ability to research, analyze, develop, update, and interpret legislative and corporate policies and procedures.Prior experience working in a non-profit and / or in a mid-sized, service-based organization with multiple locationsis considered an asset.CHRP or CHRL designation is considered an asset.Proficiency in ADPis an asset.Prior experience managing HR budgetsAptitude for evaluating and implementing systems and practicesthat enhance HR efficiency and effectiveness, with the ability to manage multiple initiatives simultaneously.Ability to analyze qualitative and quantitative feedbackto continuously improve onboarding, engagement, and development programs.Excellent verbal and written English communication skills, with experience developing HR-related communications and building rapport across diverse teams.Knowledge of change management principles and their application to employee transitions and organizational culture-building.Experience supporting diversity, equity, inclusion, and belonging (DEIB) initiatives through onboarding, engagement, and learning strategies.Well-developed organizational skills, effective time management, and the ability to multi-task to meet deadlines and achieve objectives.High ethical standards, with a proven ability to maintain confidentiality and exercise tact, diplomacy, and sound judgment.Proficiency in Microsoft Office Suite (Word, PowerPoint, Excel)and Outlook 365 applications, including Teams and SharePoint.Willingness and flexibility to occasionally work outside regular business hoursto meet objectives.Demonstrated ability to remain flexible and resilient, adapting quickly to changing priorities while maintaining trust and positive working relationships.A collaborative team player with a positive attitude and a dedicated work ethic.The Career Foundation’s Commitment :
The Career Foundation is committed to diversity and inclusion and aims to create a healthy and rewarding environment for all. We welcome applications from qualified individuals who represent the diversity of the people we proudly serve, including, but not limited to, visible minorities, women, persons with disabilities, Indigenous peoples, and individuals of all genders and sexual orientation. The Career Foundation, in accordance with the Accessibility for Ontarians with Disabilities Act (AODA), is also committed to accommodating applicants with disabilities throughout the recruitment process. We will work with candidates requesting accommodation at any stage of the hiring process.
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