Manager - People and Culture

The People & Culture Manager (HR) is a key member of our People & Culture team, responsible for deploying programs that develop people within the organization, enhance the employee experience and improve organizational efficiency. The successful candidate will bring a generalist background, which includes talent development and HR operations, and play a crucial role in ensuring our workforce is empowered to succeed. You will work closely with HR leadership, department managers, and employees to design, implement, and measure HR programs that align with our company's goals and values, and ultimately shape our culture. What’s more? You get to be part of a company full of brilliant people, who are dedicated to making the world a healthier and safer place.  

Key Responsibilities: 

Talent & Leadership Development 

• Develop, lead, and manage learning and career development programs tailored to enhance employee skills, competencies, and career progression within the organization. 
• Contribute to leadership development programs that enable our leaders to reach their full potential. 
• Provide coaching and mentorship to emerging and existing leaders, fostering a culture of continuous growth and improvement. 
• Facilitate training, education, and professional development workshops for employees across various learning domains. 

Performance Management  

• Work closely with managers to administer and deliver all aspects of performance management including;
  • individual goal setting, creating performance assessment criteria, administering the company’s performance management program, evolving the company’s performance practices based on modern practice, providing support and recommendations with regards to succession planning and performance development. 

HR Operations 

• Manage and analyze HR data to transform it into insightful reports and actionable recommendations, driving data-driven decision-making across the organization. 
• Utilize HR systems and tools to streamline HR processes, ensuring data accuracy, reporting efficiency, and compliance. 
• Develop effective frameworks, presentations, and communications that represent the business both internally and externally (written and oral). 
• Manage evolving policies and procedures that align to the growth-stage that the organization is in.  
• Identify opportunities to improve HR operations and make recommendations for process enhancements.

Employee Experience Enhancement 

• Develop and implement initiatives to enhance the overall employee experience, including onboarding, training, and engagement programs. 
• Collaborate with cross-functional teams to identify areas for improvement and implement solutions to enhance the workplace culture. 
• Identify people related issues/themes across business units/departments, then translate into recommendations for business leaders and make recommendations for action to mitigate risks and act on opportunities. 
• Help to cultivate a positive work environment to enable a motivated, engaged workforce and to help optimizing employee retention through effective, proactive human resource programs and communications.  

HR Program Management 

• Lead the planning, execution, and evaluation of HR programs and initiatives, which may include performance management, total rewards, wellness, immigration, talent development, and diversity and inclusion programs. 
• Monitor program effectiveness and make adjustments as necessary to achieve desired outcomes. 
• Contribute to internal committees and groups that focus on Redlen’s core business priorities. 

Compliance &Policies 

• Be abreast with HR laws and regulations, ensuring company policies and procedures are in compliance. 
• Effectively manage all employee relations issues, in accordance with Redlen policies, Employment Standards and Human Rights legislation.

Talent Acquisition & Employer Brand 

• Responsible for contributing to effective recruitment strategies to attract top talent. This includes identifying the most suitable sourcing channels, creating job postings, attending relevant events and leveraging employer branding to reach potential candidates. 
• Contribute to the interview process, ensuring that it is well-structured and efficient. This includes designing interview questions, coordinating interview panels, and collaborating with department heads to make final hiring decisions. 
• Play a crucial role in promoting the company's employer brand through various channels, such as social media, career websites, and industry events. Share content that highlights the organization's culture, values, and unique selling points as an employer. 
• Work on enhancing the overall employee experience from the inside-out. This involves developing and implementing initiatives that improve employee satisfaction, engagement, and retention, ultimately contributing to a positive employer reputation.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Psychology or related field. Relevant certification (e.g. CPHR, SHRM) is a plus. 
• Minimum of 8years of progressive HR experience, with a focus on employee experience enhancement, organizational efficiency, and talent development (Preference given to candidates who bring experience from a manufacturing or technology environment).  
• Strong understanding of HR technology and systems. 
• Outstanding ability to organize, leverage and present data that represents the talent function.  
• Excellent communication, interpersonal, and problem-solving skills. 
• Proven ability to work collaboratively in a team environment. 
• Strong project management and organizational skills. 
• High level of discretion and ability to maintain confidentiality.

Characteristics we value in our Leaders:

• Collaborative - working together with team members, stakeholders, and other leaders to achieve common goals. 
• Agile mindset – thrives in a high-growth environment, with an emphasis on leading with flexibility, collaboration, and continuous improvement. 
• Value creation – leveraging business acumen to identify the right problems to solve to maximize business impact, while delivering high quality service and work to all stakeholders.   
• Communication-centric – maintaining open, frequent and inclusive lines of communication, while championing company culture through demonstrated, values-aligned recommendations.  
• Positive – maintaining positivity, purpose, and a commitment to making a difference.

NOTE: This role falls under Redlen's hybrid work model and requires an in-office presence for 3 days or more per week.

Salary Range: $100,000 - $140,000 CAD