Senior Human Resources Manager - Organizational Strategy

(Maternity leave contract)

Version: November 2025

Reports To: Director of Finance & Administration

Works Closely With: All Departments

Job Status: Maternity Leave contract approximately 16 months

Work Hours: Monday - Friday, 9:00am-5:00pm (flexible, with core hours of 9:00am-3:00pm)

Work Location: Hybrid, on-site once a week

Compensation: $100,000-$110,000 (based on experience) + contract completion bonus

The Position

The Sr. Human Resources (SHR) Manager, Organizational Strategy is responsible for providing advisory support while managing the life cycle of HR projects across a variety of HR-related areas, including compensation, performance management, recruitment, employee relations, disability management and training & development.

In addition to supporting internal clients, the SHR Manager will provide mentorship and growth opportunities to the HR team, identifying major challenges and overcoming them together.

The Sr. HR Manager, Organizational Strategy thrives in a fast-paced entrepreneurial environment, is highly agile, and can take both a strategic and tactical approach to HR.

Key Responsibilities

STRATEGY

• Development and execution of the HR strategy in collaboration with the Leadership Team & Management Team
• Engage activity with the Leadership Team as the primary HR Business lead and contribute to the business decisions that will drive results
• Drive the development of the next generation of leaders across all levels of the organization
• Support development and implementation of forward looking key human resources performance indicators
• Set long-term HR strategies in alignment of the business strategy
• Provides leadership, guidance and counsel on matters related to talent, organizational effectiveness / performance, organizational change, employee engagement, succession and leadership development, Culture, Diversity, Equity and Inclusion
• Strong business acumen of business goals to assist leaders in solving organizational, people and change priorities
• Manage the HR Initiatives budget and forecast, monthly and annually
• Act as conduit for the HR team and to senior business leaders
• Serves as a credible coach and confidante to leadership teams

TRAINING, DEVELOPMENT & ENGAGEMENT

• Owns the talent strategy for the business and provides strategic insights and solutions to leaders on talent priorities and needs. Delivers input and feedback on program / policy design to Directors
• Collaborates with Operations leadership to identify internal and external resources to address gaps in skills and capabilities needed for the effective and efficient operation of the manufacturing, supply chain and logistics operations
• Works with business leaders to ensure appropriate funding for organization & talent development with a solid ROI to achieve business goals
• Identify new potential training initiatives both internally and externally, as well as assessing and closing gaps in current staff.
• Lead the annual Performance Management and Talent Review processes within the Organization, ensuring that Managers have the tools to effectively manage their teams.

TRAINING, DEVELOPMENT & PERFORMANCE MANAGEMENT

• Assist in the maintenance of the Learning Management System, ensuring that all required training is assigned and completed as needed
• Coordinate and facilitate training initiatives across the organization to foster retraining, upskilling, and development
• Training employees on new processes and procedures related to their roles, HR processes, and how to use the HRIS
• Research and develop training programs that will encourage optimal employee and departmental performance
• Support managers with the design and facilitation of new training programs
• Assist with the development and tracking of the performance management program
• Make recommendations to managers on how to improve performance

RECRUITMENT, SELECTION & COMPENSATION

• Lead role in developing and executing an efficient and streamlined recruitment strategy for salaried positions
• Identify recruitment trends and best practices that align with the needs of the organization, including compensation reviews, exit interviews and competitive analysis
• Ensure all Job Descriptions and Job Postings are based on established roles and competencies and are aligned with RFRK’s mission & goals
• Screen and evaluate candidate profiles, participate in candidate interviews, evaluate candidate’s complete application profile for management and senior leadership roles
• Oversee the connections with community organizations, employment agencies and various subsidy opportunities
• Planning and successful execution of compensation strategy through market analysis, pay surveys and our annual salary review process
• Facilitate compensation structure and succession planning

EMPLOYEE RELATIONS

• Provide managers with tools to handle escalated employee relations issues including attendance, absences, disability management, terminations, etc.
• In collaboration with external HR and Legal team, effectively resolves potential legal issues with minimal cost.
• Act as a back-up resource for all payroll and benefits related processing and inquiries
• Be an advocate for staff and a sounding board for the Management team and employees for HR related questions.
• Mitigate risk for the Organization through development of Policies and Procedures and employment agreements, ensuring compliance with applicable legislation and proactively taking steps to cultivate a positive employee relations environment.
• Contribute to the upkeep of the Employee Handbook and company policies and procedures
• Oversee the development of best in class HR templates.

COMPANY CULTURE

• Plan and facilitate the quarterly town hall presentations
• Development and implementation of employee recognition programs
• Provide direction and act as a support resource to the various culture clubs at RFRK, ensuring that their that initiatives align with company values

Required Education & Experience

• Minimum 7+ years progressive Human Resources experience
• Experience managing Dayforce HRIS
• Have a CHRP or CHRL designation
• Must be knowledgeable on key legal issues associated with HR practices in Ontario.
• Demonstrated experience working effectively within a collaborative, progressional, and dynamic human resources team environment
• Change management leadership capability
• Demonstrated relationship building skills, written and oral communication, and analytical skills.
• Able to collaborate with management and employees to identify and resolve issues that achieve a balance between business needs and employee needs and ensures compliance with company policies and procedures.
• Engaging and a strong communicator with a focus on relationship building and maintaining a positive company culture.
• Confident, approachable and have the capacity to understand multiple perspectives, possessing a high degree of tact and diplomacy.
• Proven conflict resolution and negotiation skills.
• Exceptional attention to detail, organizational skills, and the ability to multitask and meet deadlines in an entrepreneurial, fast paced environment
• Structured and self-directed
• Ability to think critically, problem-solve, and make effective decision

Description of physical demands and work environment

Generally stationary in nature. Work is generally performed in an office environment with standard office equipment and without hazardous or unpleasant conditions (caused by noise, temperature, lighting, etc.). We may require that you work outside of your core work hours sometimes.

Working at RFRK comes with other perks too:
Benefits & Savings Programs

• Group Health Plan including Health Spending Account ($500 per year)
• Wellness Spending Account ($500 per year)
• Employee & Family Assistance Program

Time Off

• Three weeks of vacation per year
• 8 paid sick and wellness days per year

Continuous Growth

• $500 each year towards professional development
• Mentorship program

To apply, please upload your résumé and cover letter, including salary expectations, explaining why you’d be a great fit for this role. If you meet almost all of the requirements and are not sure if you should apply, apply anyway! We may see something special in your application that sets you apart from the rest.

Real Food for Real Kids is an equal opportunity employer. We value diversity and inclusion in our workplace and at all levels of our organisation. We strongly encourage applications from diverse backgrounds and communities.

We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.

No phone calls, emails or drop in visits, please. We’ll contact applicants who fit the bill, and invite them in for an interview.

We appreciate the interest from the Staffing industry however respectfully request no calls or unsolicited resumes from Agencies.

Thanks for your interest in Real Food for Real Kids!

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