Job Description

Identifying Information

Position Title:

Senior Manager, Human Resources

Reports To:

Senior Director, Programs and Operations

Position Type

: Temporary Full Time ( 1 year mat leave coverage)

Job Level:

Senior Manager/Program Director

Direct Report:

HR Assistant

Compensation:

$75,808 - $92,364 per annum

Organization Summary

CMHA-Edmonton is a non-profit organization whose mission is to ensure that all people experience good mental health and well-being. We increase awareness and understanding of mental health, mental illness, recovery, and suicide prevention through education. We support the resilience and recovery of people in distress including those affected by mental illness or suicide by providing crisis intervention; safe, long-term and affordable housing; peer support; suicide grief and family support; information and referral support; and providing opportunities to improve your wellness.

Position Summary

The Senior Manager, Human Resources (HR) provides strategic leadership and operational oversight for the organization's HR function. This role is accountable for labour relations, recruitment, system implementation, project management, policy development, and ability management. The Senior Manager will partner with organizational leadership to drive HR strategies that enhance employee engagement, ensure compliance with legislation, and support the mission and values of a non-profit organization.

Job Duties and Responsibilities

Recruitment & Selection


Oversee and lead the full-cycle recruitment and selection process, including sourcing candidates, interviewing, and making hiring decisions. Develop and evaluate strategies for attracting, hiring, and retaining top talent. Implement effective onboarding and orientation processes to successfully integrate new hires into the organization.



Strategic & Operational Planning


Develop and enforce HR administration procedures, ensuring compliance with employment laws and standards (e.g., Employment Standards Act, Human Rights, WCB, Occupational Health & Safety). Design, execute, and oversee HR work plans aligned with organizational priorities, including Recruitment & Onboarding, Employee Relations, Labor Relations, Talent Management, and other HR initiatives. Collaborates with the leadership team to comprehend and execute the organization's HR and talent strategy, focusing on present and future talent requirements, recruitment, staff retention, and succession planning. Manages a process of organizational planning that evaluates organizational structure, job design and personnel forecasting throughout the organization; evaluates plans and changes to plans and makes recommendations to management. Identifies and monitors the organization's culture so that it supports the attainment of goals and promotes employee satisfaction. Informs the management team of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately at the line management level. Oversees metrics/reporting and makes recommendations for compliance. Conducts analysis of turnover statistics, exit interviews, and creating staffing strategies.



Policies & Procedures


Researches, develops, implements and interprets human resources policies and procedures. Conducts ad hoc audits to ensure compliance with legal standards, best practices, and with internal policies and procedures. Develops training and tools for communicating and advising on human resources policies and procedures. Provide guidance to management on the implementation of Human Resources policies and procedures, promoting consistent and equitable application of Human Resources policies and procedures across the organization.



Labor Relations & Employee Relations


Lead collective bargaining preparation and negotiations, in collaboration with leadership and legal counsel. Interpret, administer, and monitor collective agreements, ensuring consistent application across the organization and compliance with labour legislation. Provide advice and guidance on employee relations matters, including performance management, grievances, conflict resolution, and discipline. Build and maintain positive working relationships with union representatives, employees, and leadership. Develop and deliver training and resources for leaders on collective agreement interpretation and effective employee relations practices.



HR Systems & Project Management


Lead the implementation and management of HR systems (HRIS). Oversee HR projects, ensuring delivery within scope, budget, and timelines. Drive process improvements and efficiencies through technology and system enhancements.



Ability Management & Workplace Accommodations


Oversee and manage disability management, return-to-work, and accommodation processes. Partner with employees, managers, and healthcare providers to ensure compliant and supportive accommodation practices. Stay current on accessibility standards, workplace accommodation requirements, and best practices.



Organizational Leadership


Develop, lead, and coach management on the implementation of the performance management system, the use of effective performance feedback techniques, the preparation of appraisal forms, employee development plans and corrective action documentation. Oversees employee disciplinary meetings, terminations, and investigations. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws. Oversee the employee feedback mechanism and develop strategies to respond to the needs of employees. Promote a productive culture in the organization that values diversity, trust and respect for individuals and their contributions. Develop and manage the HR department budget, ensuring alignment with organizational priorities and effective resource allocation.

Qualifications & Experience

Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree an asset). Chartered Professional in Human Resources (CPHR) designation or equivalent required. 7+ years of progressive HR experience, with at least 3 years in a senior leadership role, ideally in a unionized non-profit, public sector, or community-focused environment. Proven experience in labour relations, including collective bargaining, grievance management, and union engagement. Demonstrated success in recruitment, onboarding, and retention strategies. Strong experience in HR systems implementation and project management. Knowledge and hands-on experience in ability management and workplace accommodations. Deep understanding of employment legislation, human rights, occupational health and safety, and accessibility standards. Exceptional communication, leadership, and interpersonal skills with the ability to influence and build trust across all levels of the organization. Strong analytical, problem-solving, and decision-making abilities.

Considered Assets:

Project management knowledge and/or experience or certification

Skills/Abilities

Strategic Management


Ability to align departmental objectives with organizational strategy Data-driven approach to assessing challenges and implementing solutions Agility in navigating fast paced and evolving environments Strong analytical mindset to evaluate business needs and optimize processes



Leadership & People Management


Proven ability to inspire, develop, and lead diverse teams Strong decision-making and problem-solving skills to drive department outcomes Effective delegation, resource allocation, and performance management skills Strong conflict resolution skills, fostering a positive and productive work environment High emotional intelligence, resilience, and ability to lead under pressure



Communication & Interpersonal Skills


Strong communication and engagement skills Ability to provide and implement constructive feedback to enhance team performance Proven track record of fostering collaboration and building cross-functional relationships Exceptional presentation and facilitation skills for diverse audiences



Project & Time Management


Setting and executing department priorities and change initiatives to achieve business goals and continuous improvement service delivery Effective management of timelines, budgets, and resources across multiple projects and programs Strong ability to balance competing priorities and drive operational efficiency

Working Conditions

Current and clear Police Information Check with a Vulnerable Sector Check and an Intervention Record Check. Office-based with flexibility for hybrid or remote work where applicable. Occasional evenings or weekends may be required to support organizational needs. Some travel within [region/province] may be required.

Why Join Us?

Opportunity to make a meaningful impact in a mission-driven, community-focused non-profit. Collaborative and inclusive work environment that values employee well-being. Professional development and growth opportunities.

Disclaimer

This job description outlines the representative responsibilities and specifications of the position; however, it should not be considered an exhaustive list of all duties and requirements. Beyond the listed job duties and responsibilities, an internal performance matrix will also be used to assess individual performance, ensuring that evaluations are not based solely on the stated duties. This job description will be reviewed and updated during the annual performance review or as needed.