Manager, People & Culture

Microserve; Alberta; Hybrid; CAD 80,000 - 100,000; Full time

Job summary

Microserve, a leading technology solutions provider in Western Canada, is seeking a Manager of People & Culture to enhance workplace culture and drive strategic HR initiatives. This role involves overseeing HR operations, managing recruitment efforts, and fostering positive employee relations in a hybrid working environment.

Qualifications

• 5-8 years of HR management experience, with a focus on HR operations and recruitment.
• Professional HR certifications such as SHRM-SCP or PHR are highly desirable.
• Strong analytical skills and attention to detail.

Responsibilities

• Oversee HR operations and recruitment efforts while managing the HR team.
• Drive strategic HR initiatives and foster positive employee relations.
• Design and implement onboarding programs and manage performance management process.

Skills

Leadership

Strategic Thinking

Communication

Problem-Solving

Relationship Building

Education

Bachelor’s degree in Human Resources or related field

Tools

HR software (e.g., ADP, Applicant tracking systems)

Job description

About Us:

At Microserve, we are an industry leader in providing technology solutions to public and private sector clients across Western Canada. Headquartered in Burnaby, BC, with offices in Victoria, Calgary, and Edmonton, we employ over 450 team members, and are one of the largest technology solutions providers, recognized our ability to deliver and innovate to meet the changing needs of our clients.

Position Summary:

Microserve is looking for a Manager, People & Culture (PC&C) to join our amazing Human Resources team (People & Culture). The Manager, P&C plays a pivotal role in shaping a thriving workplace culture, fostering employee engagement, and driving impactful people initiatives for Microserve. We are looking for someone who is a professional with a high sense of urgency, someone who is task oriented, has effective communication and can self-serve themselves. Microserve offers a hybrid working environment. This role can be located anywhere within Western Canada.

Reporting directly into the Vice President of People & Culture (VP of P&C) the Manager, P&C will play a pivotal role in overseeing HR operations and recruitment efforts. This individual will be responsible for managing our day-to-day operations which includes end to end employee relations, employee life cycle changes, onboarding, offboarding and recruitment for the company. They will manage a team who would be responsible for executing all these aspects of human resources.

In addition, the Manager will drive strategic HR initiatives, such as designing and implementing comprehensive talent acquisition strategies that align with the organization's goals. They will also lead efforts to foster positive employee relations, addressing concerns proactively and implementing policies to promote a healthy, inclusive work environment.

Responsibilities

HR Operations

• HR Operations Oversight: Exercise strategic oversight of day-to-day HR operations to ensure compliance, efficiency, and alignment with organizational objectives. Implement best practices to streamline processes and enhance operational effectiveness.
• Steer the administrative functions within the P&C department with precision alongside the Manager, P&C Operations, ensuring seamless operations and optimal support for all P&C initiatives. Implement systems and processes that facilitate smooth and efficient administrative workflows.
• Employee Relations: Cultivate a positive employee relations climate by proactively addressing concerns and implementing policies that nurture a healthy and inclusive work environment. Champion initiatives that promote mutual respect and collaboration across all levels of the organization.
• Performance Management: Oversee and guide sophisticated performance management processes designed to enhance employee productivity, engagement, and development. Establish frameworks that support continuous performance improvement and align individual contributions with organizational objectives.
• New Hire Onboarding: Design and implement comprehensive onboarding programs to ensure new hires are seamlessly integrated into the organization. Create orientation sessions that familiarize new employees with the company's culture, policies, and procedures. Develop strategies to provide ongoing support and resources during the initial stages of employment, facilitating a smooth transition and fostering early engagement and productivity.
• Offboarding: Develop and manage offboarding processes to ensure departing employees transition out of the organization smoothly. Implement exit interviews to gather feedback and insights, aiming to identify areas for improvement. Ensure all necessary administrative and logistical tasks are handled efficiently, providing a respectful and professional experience for departing employees. This includes managing the return of company property, deactivating access, and communicating the transition to relevant departments.
• Policy Creation and Management: Develop, implement, and oversee HR policies that support organizational objectives and ensure legal compliance. Regularly review and update policies to reflect changes in legislation and best practices. Engage with stakeholders to ensure policies are relevant and effectively communicated across the organization.
• Project Management: Lead and participate in cross-functional projects as needed, ensuring HR perspectives and insights are integrated into organizational initiatives. This involves collaborating with various departments, managing project timelines, and delivering outcomes that align with strategic goals. Adapt to changing project requirements and provide direction to project teams to achieve successful completion.
• Employee Engagement: Support and enhance employee engagement initiatives by organizing activities and events that foster connection and morale among staff. Follow up on survey completion and participation rates, analyzing the feedback to drive improvements and ensure meaningful engagement across the organization.
• Leadership Development: Support leadership development programs aimed at building the capabilities of current and future leaders. Help to nurture leadership skills and prepare employees for advanced roles. Foster a culture of continuous learning and development to ensure the organization remains dynamic and competitive.
• VP Support: Provide essential support to the Vice President of People & Culture in achieving strategic HR objectives. Assist in executing high-level initiatives, preparing reports, and coordinating cross-functional efforts. Facilitate communication between the VP and various departments, ensuring alignment and collaboration on key projects. Step in as needed to offer expertise and guidance on complex HR matters, contributing to the overall success of the leadership team.
• KPI Management: Establish and manage Key Performance Indicators (KPIs) within the HR operations framework to measure and drive performance across all HR functions. Develop metrics that align with strategic objectives, providing insights into areas such as employee engagement, retention, and productivity. Regularly review and analyze KPI data to identify trends and areas for improvement, ensuring that HR initiatives are effectively supporting overall business goals.
• Data Management and Integrity: Develop and maintain robust data management systems that ensure the accuracy, security, and integrity of HR information. Implement reporting mechanisms that provide actionable insights and support data-driven decision-making. Facilitate cross-functional collaboration by sharing relevant data and analytics with key stakeholders, promoting transparency and informed strategic planning.

Recruitment

• Recruitment Oversight: Lead recruitment strategies alongside the Talent Acquisition team to attract and hire top talent. Collaborate closely with the Talent Acquisition Manager to manage team performance in day-to-day recruitment activities including job postings, candidate screenings, and interview scheduling.
• Talent Acquisition Management: Develop and oversee the implementation of talent acquisition strategies to meet the organization’s staffing needs. Guide team efforts in building targeted recruitment strategies for hard-to-fill roles, ensuring these positions are adequately sourced and filled in a timely manner.
• KPI Monitoring: Direct the monitoring and management of Key Performance Indicators (KPIs) related to recruitment and hiring processes to ensure team goals are met and continuous improvement is achieved alongside the Talent Acquisition Manager.

Key Competencies

• Leadership: Ability to lead and inspire teams to achieve organizational goals.
• Strategic Thinking: Strong strategic planning skills to drive HR initiatives that align with business objectives.
• Communication: Excellent communication skills to effectively interact with employees at all levels.
• Decision-Making: Proven decision-making capabilities to resolve complex HR issues.
• Problem-Solving: Effective problem-solving skills to address and mitigate HR challenges.
• Relationship Building: Strong interpersonal skills to build and maintain positive relationships within the organization.
• Decisiveness: Ability to make timely and effective decisions, even under pressure, to drive HR initiatives forward.
• Accountability: Demonstrates ownership and responsibility for all aspects of HR function, ensuring that goals and objectives are met with precision.
• Execution: Skilled at driving projects to completion with a focus on results, ensuring that tasks are accomplished efficiently and effectively.

Requirements

• 5-8 years of HR management experience, with a focus on HR operations and recruitment.
• Bachelor’s degree in Human Resources, Business Administration, or related field is considered an asset.
• Knowledgeable in applicable employment legislation; primarily in Alberta and British Columbia.
• Professional HR certifications such as SHRM-SCP or PHR are highly desirable.
• Proficiency in HR software such as ADP and Applicant tracking systems.
• High level of integrity, confidentiality, and professionalism.
• Strong analytical skills and attention to detail.
• Experience in developing and implementing HR policies and procedures.
• Ability to manage multiple priorities and projects simultaneously.
• Proven track record of successful change management initiatives.
• Proven track record of managing HR related projects, end to end.
• Ability to work collaboratively in a team environment and adapt to a fast-paced, dynamic workplace.