Job Description

EMPLOYMENT OPPORTUNITY

Job Title: Human Resources Manager -

REPOST

Department: Administration - Human Resources Department

Pay Range: $45.00 - $52.64 per hour

Status: Full-time, Permanent

Reports to: Executive Director

Closing Date: October 7th, 2025

Position Summary:

Walpole Island First Nation (WIFN) is seeking an experienced and culturally grounded Human Resources Manager to lead our Human Resources Department with vision, integrity, and accountability. This senior leadership role is responsible for the overall development, coordination, and implementation of HR strategies, policies, and services that support a safe, respectful, and thriving workplace for all employees.

The Human Resources Manager plays a vital role in aligning human resources practices with the values and priorities of WIFN. This includes overseeing key functions such as recruitment, policy development, performance management, employee relations, health and safety, and workforce wellness. The ideal candidate will demonstrate a strong understanding of Federal labour legislation, experience in First Nation organizational contexts, and a commitment to reconciliation and equity in the workplace. A trauma-informed approach is essential to supporting employee wellbeing, respectful conflict resolution, and culturally safe HR practices.

As a key advisor to the Executive Director and senior leadership team, the Human Resources Manager will contribute to long-term planning, organizational development, and the ongoing growth of a culturally safe and responsive HR environment at WIFN.

Requirements:

A.

EDUCATION

Post-secondary degree in Human Resource Management, Business Administration, or a related field. A combination of relevant education and equivalent experience may be considered.
B.

EXPERIENCE

Minimum five (5) years of progressive experience in a human resources leadership role. Minimum five (5) years of direct experience applying the Federal Labour Code in workplace settings. Minimum three (3) years in a senior-level decision-making HR role. Minimum two (2) years in a supervisory or departmental management capacity. Minimum two (2) years of experience working within or directly supporting a First Nation organization.
C.

CERTIFICATIONS & ASSETS

CHRP, CHRL, or CHRE designation (or working towards certification). Demonstrated experience with harassment investigations, formal grievance handling, and human rights complaints. Training or certification in Health & Safety, Workplace Investigations, or Mediation is considered an asset.
D.

TECHNICAL SKILLS

Proficiency with HRIS systems, digital records management, payroll coordination, and benefits administration tools. Strong knowledge of the Canadian Human Rights Act, Occupational Health & Safety Regulations, and related federal statutes.

Responsibilities:

The Human Resources Manager is responsible for leading all aspects of HR operations at WIFN. This includes strategic planning, compliance, employee relations, and culturally grounded practices that support a safe, effective, and respectful workplace.

1. Human Resources Strategy, Policy & Compliance

Develop and implement strategic HR plans that align with WIFN's organizational goals and cultural values. Lead the development, review, and implementation of HR policies, procedures, and employee handbooks in compliance with the

Canada Labour Code

. Build and foster First Nation inclusion and culturally relevant practices into all HR frameworks. Identify barriers to First Nation recruitment and retention; develop and recommend responsive strategies to address these challenges. Ensure ongoing compliance with all applicable legislation, including privacy, employment equity, and workplace safety laws. Lead and support organizational development initiatives, including change management, restructuring, and process improvement aligned with strategic goals. Champion equity, diversity, and inclusion practices across all HR functions, ensuring alignment with reconciliation efforts and anti-racism principles. Serve as a key advisor to the Executive Director and leadership team on people-related risks, workforce planning, and HR policy interpretation. Represent WIFN in HR-related networks, working groups, and discussions with funders or regulatory bodies to support advocacy, compliance, and funding alignment.

2. Recruitment, Onboarding & Workforce Planning

Manage full-cycle recruitment processes including job postings, applicant screening, interviews, and reference checks. Collaborate with departments to ensure job descriptions are current and reflective of operational needs. Coordinate onboarding and orientation processes that integrate new employees into WIFN's values, policies, and safety procedures. Promote local hiring and capacity-building opportunities for community members through targeted outreach. Evaluate and implement programs to improve recruitment and retention outcomes.

3. Employee Relations, Conflict Resolution & Investigations

Establish and maintain effective working relationships with employees, supervisors, and leadership. Guide conflict resolution, performance management, and workplace expectations. Assist supervisors and managers in developing and conducting fair and constructive employee performance evaluations. Lead or oversee formal investigations into harassment, misconduct, or other personnel issues, ensuring thorough fact-finding and proper documentation. Coordinate grievance processes, human rights complaints, and other formal redress mechanisms. Develop and implement mediation and conflict resolution programs to promote a positive work environment. Apply a trauma-informed lens when addressing workplace conflict, investigations, and performance concerns, ensuring sensitivity to past experiences and cultural context.

4. Training, Leadership Development & Organizational Growth

Assess training needs and coordinate internal and external learning opportunities. Promote leadership development, mentorship, and succession planning. Support delivery of culturally relevant training such as trauma-informed care, anti-racism, and First Nation cultural awareness, ensuring that HR practices reflect the lived realities of staff and community members. Encourage continuous learning and staff development aligned with organizational goals. Develop workforce sustainability strategies, including mentorship programs and internal succession pipelines.

5. Compensation, Benefits & HR Operations

Oversee payroll coordination and benefits administration in collaboration with the Finance Department. Ensure compensation structures are fair, transparent, and competitive. Administer leave programs and support employees in accessing benefit entitlements and accommodations. Maintain and improve internal HR systems and processes for efficiency and consistency. Identify and implement digital tools and systems that enhance HR service delivery, reporting, and internal communication.

6. Health, Safety & Wellness

Ensure organizational compliance with federal Occupational Health & Safety legislation. Coordinate workplace safety training and critical incident response protocols. Promote employee wellness programs, including culturally appropriate supports such as land-based healing and access to Elders. Monitor and support employee accommodations, mental health resources, and respectful workplace initiatives. Assist in coordinating staff response during emergencies or critical incidents, including wellness check-ins, documentation, and debriefings.

7. Records Management, Reporting & Evaluation

Maintain accurate, secure, and confidential personnel files and HR data. Track and analyze HR metrics to identify trends, risks, and opportunities for improvement. Prepare HR reports for senior leadership and funders as required. Ensure data collection aligns with privacy legislation and internal reporting standards.

Preferred Attributes:

Demonstrated cultural competence, humility, and understanding of First Nation governance and community values. Strong interpersonal and communication skills, with the ability to build trust across all levels of the organization. Proven ability to lead with integrity, discretion, and professionalism in a dynamic environment. Skilled in building collaborative relationships and navigating sensitive workplace matters with empathy and fairness. Demonstrated ability to lead with a trauma-informed, culturally safe, and emotionally intelligent approach to HR issues and employee relations.

How to Apply:

Please submit your resume and cover letter describing the qualifications above to:

Walpole Island First Nation

Human Resources

Mail: 117 Tahgahoning Rd,

Wallaceburg, ON

N8A 4K9

or

Fax: 519-627-5915

or

Email: Careers@wifn.org

We thank all applicants for their interest. Only those selected for an interview will be contacted.

Job Types: Full-time, Permanent

Pay: $45.00-$52.64 per hour

Expected hours: 35 per week

Benefits:

Casual dress Company pension Dental care Disability insurance Employee assistance program Extended health care Life insurance On-site parking Paid time off RRSP match Vision care
Work Location: In person