Canadian Museum of Immigration at Pier 21 Looking for Human Resources Manager at Halifax, NS Full Time

REPORTS TO: Chief Executive Officer
GRADE: 7
SALARY: $74,201 – $94,221

Purpose of Position

Reporting to the Chief Executive Officer and serving as a member of the Senior Leadership Team (SLT), the purpose of the Human Resources Manager role is to provide strategic and operational advice and hands-on support to ensure that the Museum attracts, retains, leads, and develops the talent necessary to achieve its purpose.

As set out in the Museums Act, the Museum’s purpose is to explore the theme of immigration to Canada in order to enhance public understanding of the experiences of immigrants as they arrived in Canada, of the vital role immigration has played in the building of Canada, and of the contributions of immigrants to Canada’s culture, economy, and way of life.

As a key contributor to shaping the workplace culture of the Museum, the Human Resources Manager works closely with the Museum’s management team and staff to promote and foster a safe working environment that is visitor-centric, collaborative, supports high employee engagement and high performance, and values diversity, equity, and inclusion.

Essential Position Functions

The Human Resources Manager is responsible for developing and implementing strategies and action plans, integrated with the Museum’s overall strategies, to achieve annual objectives and long-term success in the breadth of HR functions, including:

• Recruitment And Retention
• Talent Management
• Employee & Leadership Development
• Labour & Employee Relations
• Compensation, Rewards, & Benefits
• Diversity, Equity, & Inclusion
• HR Data Analytics & Reporting
• HR Planning
• Development & Maintenance of HR Policies
• HR Record Keeping & Administration

Principal Accountabilities

• Lead Human Resources strategic and operational planning; and contribute to the development of the Museum’s overall strategic and operational plans.
• Establish and oversee recruitment, assessment, and selection processes that are effective and responsive to the organization’s needs, are fair and transparent, and promote equity, diversity, and inclusion.
• Establish and maintain practices necessary to support a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Promote positive labour relations through the proactive management of employment issues and concerns arising pursuant to the collective agreement; build and sustain a relationship of trust with bargaining unit and union leadership.
• Establish appropriate onboarding processes and maintain an employee handbook.
• Develop and manage an annual departmental budget, adjusting operations through the year as required to ensure compliance to budget.
• Manage and provide guidance to the CEO on the Museum’s total compensation structure, including job evaluation, pay equity, salary adjustments, vacation framework and other leaves of absence; and oversee management of the Museum’s group insurance program.
• Establish and report on HR and related metrics that support the Museum’s strategic and operational goals, and provide reports necessary to meet federal requirements.
• Establish and manage professional development planning processes and skill-specific training and development.
• Lead the Museum’s Welcome Home to Canada employment program for newcomers.
• Provide input into organizational risk management.
• Advise the CEO and SLT on big picture HR developments and provide insight on related federal priorities and initiatives; stay current with applicable employment legislation.
• Coordinate all Human Resources training programs and assign the authority / responsibility of managers within those programs.
• Support and guide the implementation of the performance management system including establishing performance development plans (PDPs) and employee development programs.
• Provide oversight and support to management of WCB claims.
• Lead the Museum’s ongoing implementation of the federal Multiculturalism Act and the Official Languages Act.

Education, Knowledge and Experience

REQUIRED

• Undergraduate degree in a relevant discipline (e.g., human resources, business, or organization development); or a Diploma in Human Resources Management with a professional designation of a Chartered Professional in Human Resources (CPHR).
• At least 7 years of progressive leadership experience in Human Resources management.
• Demonstrated success in the following areas: creating positive labour relations; effective recruitment and selection; compensation management including job descriptions and position evaluations; conflict resolution; human resources policy development; human rights and pay equity.
• Demonstrated ability to build trust, and to manage and motivate in both union and non-union environments.
• Demonstrated ability to operate effectively across an organization at the management level and serve as a knowledgeable HR resource to the senior team.
• Excellent organizational management skills and ability to manage competing projects and deadlines.
• Excellent communication and presentation skills.
• English essential.

DESIRED

• Graduate degree in a relevant discipline.
• Previous HR experience in a federal public sector organization.
• Experience working in a publicly funded museum environment.
• Chartered Professional in Human Resources (CPHR) designation.
• Experience participating in, or leading, collective bargaining.
• The ability to communicate in both official languages, oral and written, is a significant asset.

An equivalent combination of education, experience, and training will be considered.

Competencies

• Customer Focus – Knowledge and ability to provide high levels of service to both internal and external customers, leading to high customer satisfaction and established relationships in a customer-centric environment.
• Communication – Knowledge of various communication methods, and the ability to present and receive information in the most appropriate manner.
• Problem Solving – Knowledge of problem-solving and decision-making techniques, and the ability to generate solutions to problems and decide on a course of action.
• Adaptability – Knowledge and ability to effectively manage one’s own behavior and positively influence the actions of others during times of change, stress or uncertainty.
• Integrity and Trust – Ability to operate with a high degree of honesty and openness, such that respect and trust is earned by coworkers and customers.
• Managing Vision & Purpose – Communicates an inspiring, optimistic vision of the future in such a way that others are motivated to share in the vision.
• Planning & Organizing – Effectively manages resources (people, funding, material, support) and eliminates roadblocks to achieve goals
• Developing Direct Reports – Works with employees to understand and set career goals and provides related development opportunities and support.
• Motivation – Encourages others to do their best and helps create a positive work environment and strong team
• Impact & Influence – Able to assume leadership, even under challenging or difficult situations, and provide direction and impact the behaviour of others in a positive way.

Working Conditions & Physical Demands

• Work is in an office environment
• May require irregular hours (evenings, weekends)

Compensation

Compensation for this position is commensurate with experience and includes a comprehensive benefits package. Relocation costs may be covered up to $1200.00.

If you are interested in this opportunity, please send a resume and cover letter to Eleanor Matheson, Interim Human Resources Manager, at [email protected]

Competition closes 5:00 p.m., Tuesday, December 6, 2022.

We thank all applicants for their interest. However, only those selected for an interview will be contacted.