Manager, Human Resources

POSITION
Canadian Mental Health Association is looking for the Manager of Human Resources, for their Cowichan Valley branch. Reporting to the Executive Director, the Manager of Human Resources plans, guides, manages, and evaluates the Association’s overall provision of human resources, services, policies, programs, and practices.    

POSITION DETAILS
This is a Permanent Part-Time Exempt Management position (30 hours/week). The salary range is $35-$40 per hour, and the position offers an attractive benefits package along with a Pension Plan (upon eligibility).

APPLICATION DETAILS
Please submit a cover letter and resume clearly outlining your education, experience, and qualifications as they relate to this position via email to careers.cowichan@cmha.bc.ca. Kindly specify the title of the position in your subject.

Applications will be accepted until April 30, 2024.
Please note that proof of COVID-19 vaccination status (a valid BC Vaccine Card) and a successful clearance of a Criminal Record Check for vulnerable sector is a condition of employment. 

CMHA-CVB adheres to the values of diversity, cultural safety, and respect for all, as identified in its Anti-Racism Statement, please visit our website at cmhacowichanvalley.com.

We thank all applicants in advance for their interest; however, only those selected for further consideration will be contacted.


 
ORGANIZATION OVERVIEW:                                                    
Providing services in the Cowichan Valley since 1992, the Canadian Mental Health Association -  Cowichan Valley Branch (CMHA-CVB) is a registered charity and not-for-profit, independent society operating under a branch division agreement with CMHA British Columbia and within the context of the nation-wide Strategic Plan of the Canadian Mental Health Association. 

As part of a national organization and an advocate of mental health for all, CMHA-CVB facilitates access to resources people need to maintain and improve mental health and well-being and to participate in community integration, build resilience, and support recovery from mental illness and/or substance use and addiction.  

CMHA-CVB operates Warmland House Emergency Shelter, Transitional Housing Services, a Sobering and Assessment Centre, Adult Outreach programs, a Youth Centre, Youth Connect, Bounce Back personal coaching, a Family Capacity Program, Rainbows and a variety of other counselling/therapeutic programs for children, youth, and families.
CMHA-CVB also provides community education and advocacy aimed at the promotion of good mental health and in support of individuals and families with mental health challenges.
CMHA-CVB adheres to the values of diversity, cultural safety, and respect for all, as identified in its Anti-Racism Statement as attached.

POSITION SUMMARY:
Reporting to the Executive Director, the Manager of Human Resources plans, guides, manages, and evaluates the Association’s overall provision of human resources, services, policies, programs, and practices. Major areas of accountability for this position include employee recruitment, retention and onboarding, collective agreement administration, managing employee disciplinary situations, performance management and evaluation systems, compliance with employment-related legislations and practices, risk management re: personnel issues, recommendation of policy development and documentation, and employee health, wellness, and safety. 

In consultation with the Executive Director, Associate Executive Director, and CMHA-CVB Program Managers, the Manager of Human Resources develops human resources policies and procedures, staff recruitment and training strategies, staff wellness programming, and staff safety and security protocols (in consultation with the Joint Occupational Health & Safety Committee).

The Manager of Human Resources works collaboratively within, and as a member of, the senior management team to implement the organizational strategic plan to build and strengthen the organization’s capacity to respond to internal and external needs and promote mental health and well-being for all. 

RESPONSIBILITIES: 

• Keep senior leadership informed of the organization’s human resources issues and emerging issues.
• Develop hiring strategies that align with organizational goals.
• Define and implement with managers, staff recruitment/retention and training procedures, and strategies. Develop formal recruiting strategies, develop interview questions, and assist Managers with all aspects of recruitment.
• Develop expertise with all collective agreements, manage grievances and ensure CMHA-CVB compliance with the collective agreements, develop positive relationships with union representatives, managing employee disciplinary processes. Implement disciplinary action with employees when required, documenting all actions, interactions, and communications. Manage employee terminations, including notifications, exit interviews, and associated documentation.
• Support the Executive Director and the Associate Executive Director in the creation of a management compensation plan and ensure that collective agreement pay scales are applied and administered correctly.
• Develop and recommend to senior management, an effective compensation program, that reviews salary and wage issues throughout the organization. Recognize and address salary and wage compression issues.
• Develop an annual training plan for managers and staff, tied to organizational needs and individual areas of performance requiring improvement. Develop a train-the-trainer model.
• Prepare and annually update formal job descriptions and submit to the Executive Director for review and approval.
• Create, implement, manage, and recommend to senior management, updates to human resources policies and procedures.
• Ensure all policies and processes are compliant with federal, provincial, and local law and non-profit and charitable organization requirements.
• Ensure that government reporting requirements regarding employees (for organizations such as WorkSafe, Employment Standards etc.) are met. 
• Create and regularly update employee handbooks/operating manuals.
• Coach managers to improve their communication and performance.
• Support and mentor managers in the effective management of employees’ concerns.
• Investigate and record formal staff complaints in collaboration with the program manager.
• Create and implement performance review procedures.
• Create and maintain a records management system.
• Attend Managers’ meetings, Joint Occupational Health and Safety Committee meetings, and other meetings as required or directed by the Executive Director.

• A well-developed knowledge of cultural competency and anti-racist practices.
• Ability to lead and mentor others, particularly department managers, in the leadership of staff.
• Ability to demonstrate holistic thinking and have a deep understanding of the organization’s strategic goals and responsibilities.  Ability to find effective ways to meet those goals and address complex employee relations without jeopardizing the values of the organization.
• Ability to think critically about all options in order to present a comprehensive, understandable analysis of employee issues.
• Ability to effectively communicate with all levels of employees. Proven de-escalation communication techniques as well as demonstrated use of proven conflict management skills
• Ability to assess situations to determine their importance, urgency, and risks, and make clear decisions which are timely and in the best interests of the organization.   Ability to think strategically and solve problems within the mandate of this role, based on the vision and values of the organization.
• Ability to successfully organize and set priorities under pressures of deadlines and competing requirements and manage time accordingly.
• Comfort with technology and ability to use various programs and applications. Strong computer skills in the use of Excel, Word, and PowerPoint and Office Suite.
• Ability to work independently.
• Willingness to be flexible, versatile, and tolerant in a changing work environment while maintaining effectiveness and efficiency.
• Ability to motivate and work cooperatively and effectively with others to set goals, address challenges, and generate solutions that enhance organizational effectiveness.
• Ability to mitigate risk and ensure agency compliance with contractual obligations as well as to communicate risk management strategies to program managers.
• Possess ethical behaviour and professional conduct practices and have the ability to ensure that own behaviour and the behaviour of others is consistent with these standards and align with the values and integrity of the organization.
• Commitment to establish and maintain positive working relationships with management, staff and external stakeholders in all situations.
• Understanding of and motivation to work in a non-profit environment.

• Bachelor’s degree in relevant area of study or a combination of education and experience.
• Recent, related experience of four years in a senior/supervisory management position or an equivalent combination of education, training, and experience.
• Demonstrated experience managing in a unionized environment.
• Knowledge of applicable employment legislation including the Employment Standards Act, BC Human Rights Code, and the Labour Relations Act as well as related Privacy laws.
• Demonstrated knowledge in the areas of compensation, employee development, employee engagement, and psychological and physical health and safety.
• Excellent organizational skills.
• Cultural awareness training.
• Successful Clearance of a Criminal Record Check for Vulnerable Sector.