Job Description

The Human Resources (HR) Manager is responsible for the direction and management of the human resources functions for the K’uL Group.  Key areas of responsibility include policy and procedure development; human resource planning; labour relations; training and development; recruitment and selection; occupation classification; compensation and benefits; and the analysis and improvement of HR metrics and key performance indicators (KPIs). In addition to remaining current with all applicable federal and provincial laws and regulations, this role requires the candidate to adhere to and enforce all established policies and procedures. This role further requires the candidate to maintain and nurture positive relationships between the management team and employees. Other duties may be assigned as necessary.

Objectives of this Role

  • Quality Orientation
  • Ethics and Integrity
  • Energy and Stress
  • Decision Making and Judgment
  • Mediating and Negotiating
  • Accountability and Dependability
  • Time Management
  • Providing Consultation
  • Team Oriented
  • Planning and Organizing
  • Development and Continuous Learning
  • Interpersonal Skills & Self Evaluation
  • Problem Solving
  • Research and Analysis
  • Communication
  • Enforcing Laws, Rules and Regulations
  • Creative and Innovative Thinking
  • Coaching and Mentoring

Key Responsibilities

Job Responsibilities and Work Performed

The Human Resources Manager will oversee all of the Human Resources department operations and processes, including:

  • Becoming familiar with current K’uL Group policies and procedures, making recommendations for improvement, ensuring policies are current and align with industry and legislative standards as well as organizational values
  • Develop and implement new policies as required.  
  • Providing ongoing education to staff and management about organizational policies and relevant legislative items through communications platforms such as intranet, email, webinars, employee engagement sessions, etc. and acting as a resource person for policy related issues and questions.
  • Enforcing policies – ensuring staff and management are adhering to organizational policies and standards and addressing areas of non-compliance.
  • Ensuring organizational compliance with external authoritative bodies such as Canada Revenue Agency, WorkSafe BC, OSFI, AANDC, etc.
  • Oversee the recruitment and selection process for new hires: developing job descriptions for new positions; vet resumes and applications; and ensuring posting, interviewing, and hiring policies and practices are followed thus allowing a fair and transparent process.
  • Work collaboratively with Employment, Education and Social Development departments on training and job training initiatives such as summer student employment program, ASERAT opportunities, community skills and capacity assessments, etc.
  • Develop and facilitate an orientation program, including occupational health and safety training, for new staff.
  • Perform ongoing gap analysis of the entire workforce to assess deficiencies and/or inefficiencies in performance and or distribution of workload and target areas for improvement and development.
  • Develop and/or coordinate ongoing training programs and or professional development opportunities for staff and managers to ensure the effective and efficient operation of the organization and to invest and build capacity within the employee base.
  • Serve as a link between management, employees, and the PIB community by handling questions, interpreting and administering contracts and policies striving to resolve work-related issues and community concerns.
  • Provide mediation and conflict resolution skills as required.
  • Administer employee salaries, benefits and insurance plans – marketing plans as required and attending necessary training opportunities to remain current with changes to plans.
  • Monitor/review payroll data and compile statistical reports and metrics concerning personnel-related data, such as turnover, cost of vacancy, grievance resolution and absenteeism rates.
  • Administrate holidays and holiday pay.
  • Analyze statistical reports to identify and determine causes of personnel problems and develop recommendations for improvement.
  • Conduct exit interviews.
  • Assist in the investigation and reporting of accidents/incidents.
  • Engage in general administrative functions such as maintenance and protection of personnel files and conducting period file reviews.
  • Ensure timely submission of reports and remittances.  
  • Prepare and adhere to department budget.
  • Remain current with best practices, legislative changes and industry standards.
  • Collaborate with the Penticton Indian Band’s Human Resources department on projects, objectives as directed.
  • Other duties may be assigned as required.

 

Accountability

  • Development of work plans, indicating targets and deliverables.  
  • In conjunction with finance/payroll staff, review the biweekly, monthly, quarterly and annual payroll submissions (source deductions, WCB reports, pension, and group insurance remittances).
  • In conjunction with finance/payroll staff, oversee the annual preparation of employee T4’s.
  • Quarterly review of departmental budget.
  • Quarterly update to management on departmental leave-liability balances with recommendations for remedial action.
  • Provide reports to Finance & Audit committee as required.
  • Conduct an annual review of the policies, classification, and salary grid, updating as required.  
  • Performance Management – assisting management with performance appraisals and annual review of job descriptions and role specifications.
  • Timely reporting and response to work place accidents/incidents.
  • High level of confidentiality, protection of personal information and employee privacy.

Relationships

  • Reports directly to the CEO.
  • Maintains positive working relationships with all employees.
  • Works collaboratively with Management team, providing leadership and support in all areas of human resources management, assisting with the interpretation and administration of policies, programs and best practices, and strategically planning for the organization’s human capital needs.
  • Assists Program Managers with annual reviews and appraisal process and work planning processes – ensuring organizational alignment on all levels.   
  • Provides leadership, coaching and development for staff and/or direct reports.
  • Works with established personnel/interview committees.
  • Ensures adherence to legislation such as the Human Rights Act, Canada Labour Code, Employment Standards Act, and Workers Compensation Legislation, as well as all internal policies and bylaws and ensuring all external reporting is completed in timely fashion.

Decision Making

  • High level of decision making based on HR Policy compliance.
  • High level of confidentiality, trust, and ethics.
  • Requires objectivity and diplomacy.

Qualifications:

Minimum Academic/Educational Requirements

  • Post-Secondary diploma in Human Resources Management and/or related field or experience.

Other Certification, Licenses, Designations and/or Training

  • Valid BC Driver’s License.

Specific Job Skills and Levels

  • Strong service orientation.
  • Ability to work well under pressure and effectively manage stress.
  • Excellent interpersonal and communication skills – written and verbal.
  • Organization and time management skills.
  • Advanced computer proficiency and aptitude (Word, Excel, Outlook, Xyntax);
  • High level of critical and logical thinking, analysis, and/or reasoning.
  • Ability to pass criminal records check.

Minimum Level of Experience

  • 3-5 years of experience in the Human Resources Management field.

Ideal Attributes to be successful in position

  • Approachable and friendly.
  • Patient.
  • Self-confident.
  • Firm but supportive.
  • Diplomatic and non-partisan.
  • Able to work both independently and as a contributing member of a team.
  • Punctual and dependable.

Other

  • The successful candidate must be prepared to commit to a learning and development plan.
  • All K’uL Group employees are encouraged to learn about the culture, language and traditions of the Okanagan people and be willing to continuously upgrade their skills and abilities as well as further their formal education.

Assets (preferred but not required):

  • Certified Human Resource Professional (CHRP) designation an asset.
  • University degree in Business Administration or Labour Relations, or related humanity.
  • Pension and benefits administration experience.
  • Experience working in a First Nation setting and awareness of unique issues First Nations employers are faced with.

Working Conditions:

  • Manual dexterity required to operate computer and peripherals.
  • Sitting at work station for extended periods of time.
  • Standing for extended periods during facilitation.  
  • Interacts with employees, department managers, and CEO.
  • Interacts with PIB Human Resources Department as required.
  • Competing priorities.
  • Moderate to high levels of mental concentration.
  • Potential for highly sensitive issues.
  • Must be able to manage personalities and work with differing management styles.
  • Overtime may be required.

Deadline: Friday March 29 at 4 p.m.

Please email resume, cover letter and attach references to jobs@pib.ca

Please note: We are an equal opportunity employer and encourage applications from all qualified individuals. We are committed to providing a diverse and inclusive work environment where every employee feels valued and respected. We will consider accessibility accommodations to applicants upon request.