People & Culture Manager

Compassion Canada; London; Remote; CAD 70,000 - 90,000; Full time

Job summary

A leading organization seeks a People & Culture Manager to enhance its workplace culture. This role involves talent acquisition, employee relations, and compliance, while promoting a Christ-centered ethos. The ideal candidate will have strong HR experience and a collaborative mindset.

Qualifications

• Minimum of five years experience in Employee Relations leadership role.
• Knowledgeable of employment labour laws and health and safety legislation.

Responsibilities

• Lead full cycle talent acquisition and manage performance management.
• Serve as a key advisor on HR-related policies and processes.

Skills

Collaboration

Feedback

Change Management

Communication

Education

Post-secondary education in Human Resources

Tools

Dayforce HRIS

Microsoft Excel

Asana

Job description

Job Title: People & Culture Manager

Division: People & Culture

Location: Remote or Telecommuting

Application Open Until: Saturday, May 17, 2025

PEOPLE & CULTURE MANAGER

PURPOSE SUMMARY

The People & Culture Manager serves as the key relationship manager within the People & Culture Resources Department, playing a vital role in cultivating a healthy, high-performing organizational culture. This position is responsible for leading talent acquisition, employee relations, performance management, and ensuring compliance with regulatory standards. Central to the role is the advancement of Compassion’s cultural behaviours and core values, fostering a people focused and purpose driven workplace environment aligned with Compassions mission of releasing children from poverty in Jesus’ name.

The People & Culture Manager reports to the Director of People and Culture Resources.

MINISTRY FOCUS

Compassion Canada is a Christian organization, committed to being child-focused, Christ-centered, and church driven. As such, each employee of Compassion Canada shall:

• Agree with Compassion Canada’s core documents, including a Statement of Faith.
• Conduct themselves in a Christ-like manner at work and outside the workplace.
• Participate in regular Staff Gatherings which include spiritual practices like worship, Scripture reading, and prayer.
• Pray with staff or supporters when requested or deemed appropriate.

WHAT YOU DO MATTERS

KEY RESPONSIBILITIES

Spiritual Leadership: Responsible to engage with our staff on a spiritual level, praying with them, providing them with resources and demonstrating core values.

Responsible for maintaining a personal relationship with Jesus and healthy Christian accountability as someone who is highly responsible in modeling and influencing the Christian ethos and values of Compassion Canada.

Talent Acquisition: Lead full cycle talent acquisition including strategic planning and execution of recruitment and retention strategies, orientation and onboarding and talent management programs. Train, equip, coach, and support leaders on talent acquisition and talent management processes. This also includes leading new employee orientation and onboarding for all employees, leveraging data and insights to develop, implement, and continuously improve talent acquisition and management strategies and analyze employee life cycle trends to develop actionable recommendations.

Growth Management: Manage the annual performance management cycle including communication, resources, tools and tracking.

Leadership Support: Support leaders in the development and execution of coaching, performance and behavioural management.

Employee Relationship Management: Serve as a key advisor to employees and leaders on HR-related policies, processes, and culture.

Benefits Administration: May assist in employee benefits enrollment and communication.

Payroll: Capacity to support payroll processing and administration, on an as needed basis.

Training & Development: Provide training, feedback, coaching and support to staff and managers in consultation with Director of People & Culture Resources.

Regulatory and Organizational Compliance: Advisory for organizational compliance with legislative requirements including policy, procedure and facilitating communication updates for areas of focus.

Communications & Content: Support the Division’s communication plan through creating, editing content for critical staff updates via email and internal communication channels.

Accessibility: Manage all matters related to Accessibility and Accommodation for staff and job candidates.

Health & Safety: This role sits on the JHSC as a management representative and manages H&S cases.

Content Creation: Collaborate with the People & Culture Development Manager to develop content, tools and resources for onboarding, training, development and coaching.

Other: Perform other related duties and tasks to meet the needs of the Divisional and organizational operations as required.

Policy & Process: Responsible for the policy and process delivery for core People and Culture functional areas:

• Talent Acquisition process and execution
• Corporate onboarding and training
• Employee Relations
• Coaching and Correction
• Benefits Administration as needed
• Performance and Growth Management
• Human Resources Operations

WHO YOU ARE MATTERS

KNOWLEDGE, SKILLS, ABILITIES

This role requires someone who has a growth mindset, is highly self-aware and is engaged in collaborative approaches to change management. Someone who will come to the table with a breadth and depth of experience that can grow the P&C capabilities in consultation with the Division leaders. Compassion is an organization that prioritizes people and purpose and is deeply Christ-centred. This requires leadership of someone who can understand broad ecumenical perspectives and can advance P&C objectives in a way that align with Compassion’s Christian ethos (The Compassion Way or TCW).

• Strength and experience in giving and receiving feedback in a way that enables growth, trust and the quick advancement of conflict resolution.
• Proven experience in leading change management and managing multiple stakeholders.
• Highly collaborative with the capability to advance work independently and bring new ides to the table.
• Knowledge of HR trends, best practices and innovation in Canada with multi provincial resourcing capabilities (this role supports staff across Canada so an understanding of labour laws throughout Canada is necessary).
• Experience in providing reporting at an executive level that highlight internal HR trends or indicators to drive and inform planning and decision making.
• Exceptional attention to detail with strength in accuracy and managing and reporting complex data.
• Effective written and verbal communication skills, which include diplomacy, professionalism, and relatability.
• Forward-thinking and experimental, with learning mindset, eager to progress the organization in areas of responsibility.
• Self-directed learner, continually developing their craft and skills, maintaining up-to-date trends and data related to area of responsibility.
• Human Resources Information System (HRIS) proficiency (Dayforce experience is an asset).
• Proficiency with Microsoft’s productivity suite, including SharePoint, Excel, Teams, MS Bookings, etc.
• Fully aligned with the message, mission, and ministry strategy.

Preferred or Considered an Asset:

• Experience working in a relevant field, across multiple Canadian provinces and territories
• Experience with Dayforce HRIS configuration and maintenance.
• Current Joint Health & Safety Committee (JHSC) certification.
• Experience using project management tools (example: Asana, Trello)
• Experience processing and administering payroll.

WHAT YOU BRING MATTERS

EDUCATION & EXPERIENCE

• Minimum of five (5) years experience in Employee Relations leadership role, Human Resources Manager or similar Human Resources leadership function.
• Post-secondary education in Human Resources, business administration or other related field considered an asset but not necessary if experience requirement exceeds seven (7).
• 1-3 years' experience processing and administering payroll.
• Must be knowledgeable of employment labour laws, human rights, and health and safety legislation.
• Continuous learning credentials in area of expertise is an asset.

WORKING CONDITIONS

We aim to build a unified cultural experience for all staff that promotes staff autonomy and an agile workforce, allowing Compassion to adapt to the changing environment and respond to the dynamic needs of the neighbours we serve. As such, we will continue placing a strong emphasis on our remote staff experience, and distributed workforce culture, while leaning into a ‘work from anywhere’ reality that prioritizes:

• Remote-First Employment: All staff who are not in-office essential default to remote work and are classified as Remote Workplace Staff or Hybrid Workplace Staff depending on their distance to the Compassion building.
• Digital-First Engagement: Staff Gatherings will continue to prioritize the remote/online experience.
• Travel and Overtime may be required. For Example, in-person meetings take place at a minimum twice a year for all leaders.

NOTE

The foregoing statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills.

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