Human Resources Manager

REDI Enterprises Society; Medicine Hat; On-site; CAD 70,000 - 95,000; Full time

Job summary

A community-focused organization in Medicine Hat is looking for a Human Resources Manager. The role involves overseeing HR functions, developing strategic HR policies, and ensuring compliance with employment legislation. Candidates should hold a Bachelor's degree in a related field and have significant HR experience. This full-time position offers the opportunity to contribute meaningfully to the lives of individuals with disabilities and foster a supportive workplace culture.

Qualifications

• Minimum of five to ten years of relevant experience.
• Clean Criminal Record with Vulnerable Sector check.
• Suitable combination of education and experience may be considered.

Responsibilities

• Coordinate and manage human resources for the agency.
• Develop and implement HR policies and programs.
• Liaise with external agencies for best practices.
• Manage talent acquisition processes to retain qualified staff.
• Conduct HR audits and ensure compliance with regulations.

Skills

Human resources management

Strategic planning

Talent acquisition

Performance management

Employee engagement

Education

Bachelor’s Degree in Human Resources Management or related field

Chartered Professional in Human Resources (CPHR) designation

Job description

Human Resources Manager

Do you want to be a part of something meaningful to the lives of others? Every day REDI’s team of over 230 employees develops and delivers meaningful programs, supports and advocacy for persons with disabilities. Founded in 1952, REDI Enterprises Society is the driving force behind the movement to build a community where everyone belongs. This is not just a marketing catchphrase. It is a fundamental belief, and heartfelt mission on the part of all of us who workday in and day out to move our community closer to that goal.

REDI Enterprises Society has an exciting opportunity for a Human Resources Manager to join our team as a full‑time, permanent employee.

This role has direct leadership responsibility for the coordination, management, and continuity of the human resources management for the agency and provides input into the Agency's strategic plan, annual business planning and budget. This role ensures the agency operates in accordance with all employment legislation and related regulations, and adheres to established standards, policies, procedures, and guidelines.

ESSENTIAL DUTIES AND RESPONSIBILITIES

I. AGENCY PLANNING & PROMOTION

• Participate and coordinate in long‑term strategic planning
• Develop human resources policy/practices, programs, and systems by translating organizational strategy into human resources objectives and priorities to achieve the organization’s plan
• Monitor and promote agency objectives in a positive and professional manner to ensure adherence with all related policy, legislation, and best practices
• Liaise with appropriate external agencies and community organizations to develop and share best practices

II. HUMAN RESOURCE MANAGEMENT

• Develop and maintain human resources policies and practices to meet legislative requirements and the needs of the agency
• Develop and maintain performance management systems, standardized position classification system and wage grid policies and processes
• Oversee agency and division orientation and onboarding systems
• Recommend ethical solutions to the organization’s leadership by analyzing the variety of issues and options to ensure responsible corporate governance and manage risk
• Manage talent acquisition process by providing support and guidance for recruitment, onboarding, and developing people to address competency needs and retain qualified talent
• Oversee employee disciplinary meetings, terminations, and investigations
• Oversee staff training and development programs to document attainment and progress toward organizational objectives
• Promote and support an organizational culture where learning occurs at different levels to enhance individual, team, and organizational effectiveness
• Promote employee engagement, commitment, and motivation by developing, implementing, and evaluating innovative strategies to enhance productivity, morale, and culture
• Maintain knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management, and employment law
• Oversee disability management administration, recruitment, benefits administration, payroll, recommend solutions, and evaluate program effectiveness
• Conduct human resources audits by policies, procedures, programs, and systems to identify strengths and areas for improvement and to ensure compliance
• Negotiate to resolve employee relations issues consistent with the law, economic and societal trends, and established objectives and strategies to achieve agreement
• Create a total rewards structure that encompasses compensation, pensions, benefits, and perquisites to maintain consistency, fairness, and organizational competitiveness
• Implement total rewards structure using appropriate job evaluation systems and market comparisons for consistency, fairness, and organizational competitiveness
• Encourage employee wellness by endorsing, educating, and providing opportunities for enhancement of wellness to sustain overall employee and organizational health

III. SUPERVISORY

• Manage, lead, and develop direct reports and team performance
• Provide support and direct supervision to direct reports
• Maintain staffing and oversee schedules based on agency and department needs
• Ensure all direct reports are oriented, trained, and onboarded, and associated probationary periods are monitored

IV. ADMINISTRATION

• Provide human resources consultation and expertise in related areas including but not limited to information privacy, employee relations, performance management, legislative compliance, etc.
• Provide input into system (software) reviews and usage
• Research and provide up to date information to management team and employees on all legislative impacts and important sector trends
• Monitor data entry, records, and other confidential departmental information for privacy and compliance with associated regulatory requirements
• Oversee and manage any human resources related administrative support systems
• Generate reports to inform leaders of trends to achieve organizational objectives
• Interpret legislation and policies consistent with legal requirements and organizational values to treat employees in a fair and consistent manner and manage the risk of litigation and conflict

QUALIFICATIONS

• Bachelor’s Degree in human resources management or related field
• Chartered Professional in Human Resources (CPHR) designation (or working toward) required
• Minimum of five to ten years of relevant experience
• Clean Criminal Record with Vulnerable Sector, or one(s) acceptable to the Executive Director
• A suitable combination of education and experience may be considered