People and Culture Manager

HR Management 

• Lead and manage all human resource functions through a business partnering service model to provide relevant and responsive frameworks and procedures to support the effective functioning of the business.
• Identify, develop and implement key HR initiatives and strategies that will substantially enhance the success of our business. 
• Provide sound and expert advice to senior managers on operational people matters, risks, issues and trends to keep managers informed and supported including coaching managers in relation to change management, engagement, and workforce planning issues.

Performance Management 

• Contribute to the development of a collaborative high performing organizational culture by building employee and organizational capability.
• Improving employee abilities through coaching and feedback. establishing employee behavior patterns that align their goals with the organization's mission, values and goals.
• Provide leadership and supervise the performance of the People and Culture team by setting clear work objectives, assessing performance, providing feedback, and development and coaching to build employee capability.

Recruiting and Onboarding

• Manage full-cycle recruitment, from identifying and addressing talent requirements to onboarding new hires, always looking to further improve the candidate journey.

Training and Development

• Work with managers to identify training requirements and design development opportunities to enable all team members to grow in their roles and careers.
• Manage Performance Appraisal process and assist with goal development. Collaborate on suggestions for individual training that will enhance growth and development.

Employee Relations

• Provide proactive employee relations to employees at all levels of the organization from c-suite to independent contractors, including acting as a trusted HR advisor to management in order to build and maintain a high performing and engaged team.

HR Administration

• Responsible for compensation management, vacation tracking, administration of benefits, record keeping and maintenance of team member files and other related documents.

Programs, Policies and Processes

• Develop, administer and revise HR policies and programs based on a solid understanding of employment standards and laws.

Culture

• Identify and implement opportunities to improve our team member experience. 
• Assess current programs and propose innovative ways to improve existing ones. 
• Monitor and track team member engagement through our pulse survey platform, developing ways to increase scores if necessary.
• Plan and organize the company’s internal events and social calendar (off-sites, team building events, in-office events, Hackathons, lunch ‘n learns, sporting events, holiday party, etc.); manage and administer the company’s culture/events budget.

HRIS

• Maintain and seek to improve HRIS system capabilities and maintain standard operating procedures (SOP), driving informed decision making by using data to support people and culture functions, ensuring all data reporting, such as organizational charts, and other reporting requirements, are accurate and timely delivered.