People & Culture Manager

Transform Lives with Children Believe!

Join us to help break the barriers to education that steal children’s choices one by one until they have none. Together, we can foster an environment where education unlocks a world of choices, nurturing creativity, resilience, and hope for a better tomorrow. At Children Believe, we won’t stop until every child can dream fearlessly and grow up to live the life they choose to live.

Children Believe is currently recruiting for a People & Culture Manager position and has partnered with Cause Leadership to lead this search:

People & Culture Manager – Canada Office

Reporting to the Chief People & Culture Officer (CPCO), the People & Culture Manager will be responsible for providing a full range of value-added people and culture initiatives and services to the organization. Key areas of responsibility include policy and procedure development and recommendations; workforce planning; employee relations; HRIS systems management; HR analytics (metrics & audits); culture initiatives (Recognition, ie. service Awards & life events etc.), overseeing the employee volunteer process and ensuring appropriate screening for community volunteers. In addition to remaining current with all applicable employment legislation, this role requires an individual who is a strong team player with a creative and client-focused approach who can enable a diverse and inclusive environment to meet organizational goals.

This role includes, but not limited to:

• Responsible for regularly handling high confidential employee and legal information.
• HRIS: Systems Management, including system configuration, updates and level 2 troubleshooting. Manage integration of system in partnership with payroll (payroll, time and attendance). Oversee user access, permissions, training & support to ensure that staff can effectively navigate and utilize the system. Manage employee information, including but not limited to maintaining the centralized database and storing employee records, ensuring record retention compliance. Act as primary liaison with the vendor.
• Oversee and maintain a dashboard for reporting on HR metrics / key performance indicators (KPIs) to measure various aspects of HR performance, including recruitment, retention, turnover, absenteeism.
• Conduct regular audits of HR data, assess trends and collaborate with peers to assess and optimize process to mitigate risk, ensure compliance with legal and regulatory requirements.
• Stay informed about industry best practices, emerging trends, and changes in employment laws to ensure HR metrics and audits remain current and aligned with organizational goals.
• Workplace Culture: Support cultural initiatives including Recognition, ie. Service Awards & life events and liaison and participate on social committee
• HR Policies: Review. revise and implement HR Policies and Procedures in response to internal and external needs as assigned.
• Research and Writing: Research, collect, compile and draft information for policies and procedures and employment legislation topics. Prepare reports with summary findings and recommendations as assigned.
• Employee Relations – Client Service Responsibilities for FD&C team:
• Talent Acquisition, overseeing recruiting, onboarding, and orientation. Identify hiring ranges, draft interview questionnaires, conduct pre-screening activities, administer candidate testing, participate in panel interviews, contribute to hiring decisions, and prepare verbal/written job offers.
• Manage disputes and investigations, including claims of harassment.
• Oversee staff transitions, managing promotions, separations, and terminations.
• Conduct exit interviews for voluntary separations.
• Collaborate with operating departments to develop and enhance professional development plans aligned with the P&C Learning and Development Program.
• Advise and assist departmental managers in interpreting and applying human resource policies, programs, and best practices.
• Model positive and constructive communications, embodying Children Believe values and related behavioral practices. Coach staff to enhance the demonstration of organizational values-driven behaviors.
• Stay current with best practices, legislative changes, and industry standards.
• Perform other related duties and special projects as assigned.

The ideal candidate possesses:

• Preferably Bachelors degree or college diploma in a related field;
• Certified Human Resources Professional (CHRP) designation preferred;
• A member of the Human Resources Professional Association (HRPA) preferred;
• 4 years or more of generalist HR experience including HRIS systems management, HR analytics, talent acquisition (recruiting and orientation), employee relations, policy and procedures.
• Experience in non-profit sector and the international development sector is considered an asset;
• Excellent problem solving and analytical skills;
• Understanding and application of behavioural and competency-based models;
• Strong proficiency with Microsoft skills (Word, Excel, PowerPoint, Outlook);
• Experience with ADP’s Workforce Now is an asset;
• Knowledge of applicable employment legislation;
• Excellent written and verbal communication skills;
• Excellent interpersonal skills modelling positive, constructive communications with contacts at all levels across the organization;
• Skilled in project coordination and implementation with a collaborative approach;
• Quality-oriented; high attention to detail;
• Proven conflict resolution and negotiation skills;
• Adaptable to changing priorities and demands of the job;
• Cross cultural sensitivity and ability to work in a multi-faith environment;
• Satisfactory current Canadian criminal record check required for successful candidates;
• Ability to speak and/or write in either French or Spanish will be considered an asset;
• A demonstrated commitment to Children Believe’s Vision, Mission and Values.

Attributes, Traits, Behaviours:

• Accountability for Results
• Demonstrated leadership and decision-making abilities.
• Commitment to DEIB
• Flexible and adaptable to changing demands and priorities in a high pressure environment
• Ability to manage multiple projects simultaneously
• Commitment to ongoing professional development
• Team player – business partner
• Confidentiality, diplomacy and tact
• Excellent interpersonal skills, ability to build positive working relationships; ability to collaborate, influence and persuade

Type: Hybrid

Our Hybrid Workplace Program is a flexible work arrangement that permits employees to work remotely while also occasionally being required to come into the Organization’s office. If approved to work from home as part of our Hybrid workplace program; the incumbent must be available to work from the Organization’s office from time to time as determined by the supervisor or as otherwise directed by the Organization.

Compensation: Between $71,000 to $81,000 annually based on experience

We value our employees and offer a comprehensive benefits package to support your professional and personal growth:

• Competitive Compensation Package: We provide an attractive compensation package with clearly stated hiring ranges.
• Flexible Work Environment: Enjoy a flexible work environment, including hybrid work options, flexible hours, “No Meeting Mondays,” and the option to work up to 20 days out of province per year.
• Comprehensive Benefits Plan: Our group benefits plan includes health and dental coverage, an Employee and Family Assistance Program (EFAP), and RRSP matching up to 5%, starting from day one.
• Performance Incentives: Participate in our Pay for Performance Plan with up to 6% performance incentive pay.
• Professional Development: Benefit from 5 paid professional development days and experience professional growth through a variety of learning opportunities.
• Paid Time Off: Enjoy an annual Christmas closure, receive 2 float days, and have access to up to 10 sick day
• Generous Vacation Policy: Enjoy 4 weeks paid vacation with incremental increase every 5 years up to 6 weeks.
• Other Employee Perks: Take advantage of our Employee Discount Program and various other perks designed to enhance your overall well-being and work-life balance.

Application Process:

If you believe you have that unique combination of a not-for-profit heart combined with the skills and interest for the “People & Culture Manager” position, please apply here through Cause Leadership.

Applicants must be legally eligible to work in Canada.

Consistent with our Child Protection/Safe-Guarding Policy the successful candidate must receive clearance by a criminal record check.

Children Believe is committed to diversity in the workplace and is an equal opportunity employer.

Children Believe is committed to providing workplace accommodations. If you require an accommodation, inform us and we will work with you to meet your needs.

P&C Team