Human Resources Coordinator

Calgary Homeless Foundation (CHF)

Calgary Homeless Foundation guides the fight against homelessness. Fueled by this purpose, we envision the day when homelessness is rare, brief, and non-recurring — perhaps an episode in someone's life, but never a condition that defines it. Working in alignment with governments and collaboratively with service providers and community partners, we help translate complex system needs into coordinated, efficient ground-level action that maximizes the impact of every resource and creates lasting pathways out of homelessness.

We are uniquely positioned to observe the many challenges facing our city and strengthen the entire sector through strategic leadership, forward-thinking capacity development, and hands-on, day-to-day support.

Our comprehensive data warehouse reveals the full picture of homelessness in our community, enabling us to anticipate challenges and identify effective solutions. And we unite diverse stakeholders around shared goals and help address complex situations that no single agency can solve alone.

Our collective approach and focus on learning and evaluation equip us to address homelessness across our city while keeping the people experiencing it at the heart of our work. When the system works better together, more people find their way home.

We are looking for passionate, entrepreneurial, and talented people to join our action-oriented, high impact team.

The Position

Reporting to the HR leader, the Human Resources Coordinator is responsible for supporting a number of people and culture related activities. The role provides support in the areas of recruitment process end to end, facilitating onboarding, orientation and offboarding, processes using Bamboo HR, managing and updating employee files as needed, maintaining HR policies and programs. The role engages with CHF insurance providers to assist benefit plan claim support and administration, supporting WCB and disability files, maintaining HR analytics, assisting in the development and facilitation of training and development programs, overseeing special events and supporting day to day HR administrative processes.

As a member of the Finance and Operations group and HR team the HR Coordinator partners with the managers to help foster positive employee employment experience.

Our Staff

CHF staff are action-oriented individuals who are catalytic leaders, courageous collaborators, evidence inspired, and vision dedicated. They choose to bring their professional expertise and personal talents to the non-profit sector, to add value to the full community. They work cooperatively with others in a strong team environment; demonstrate flexibility in organizing and undertaking work; show a high degree of initiative, discernment and resourcefulness; exhibit excellent communication and relational skills; demonstrate thoughtfulness and intelligence in decision making; and are focused on creating positive outcomes for persons experiencing homelessness.

How we work here:

At CHF our approach is grounded in purpose, collaboration, and accountability. We believe that how we work together matters as much as what we achieve.

Here’s what you can expect from us—and what we expect from you:

• Ownership Under Pressure: We take responsibility for outcomes, even when challenges arise.

• Constructive Feedback: We give and receive feedback openly, with the goal of learning and improving.

• Pace with Purpose: We move quickly when needed, without sacrificing quality or integrity.

• Healthy Disagreement: We challenge ideas respectfully and invite discussion to make decisions stronger.

• Shared Understanding: Expertise means building clarity for others, not being “right by default.”

Our culture values transparency, inclusion, and resilience. We name real pressures – external and internal - and navigate them together. Interviews and development conversations focus on real examples of how we act when it’s hard, because that’s when our values matter most.

Accountability and Deliverables

Areas of Accountability

Key activities include:

Collaboration & Project Support

• Lead and/or participate in small HR projects as assigned

• Partner with Strategic HR Consultant on HR strategy roadmap elements

Recruitment and Orientation

• Partner with hiring managers for vacant positions including collection of job requirements, posting position, pre-screening candidates, reference checks, police background checks, and employment documentation preparation and delivery

• Participate in interviews as and when needed

• Facilitate the onboarding processes to ensure all necessary documentation is in place, including maintaining up to date HR files and leveraging the HRIS system (BambooHR).

• Facilitate orientation for all new employees, on culture, purpose, ambition, policies and procedures, and Health & Safety

• Conducting Onboarding for all new employees, including policies and procedures, and all enrollment forms

HR Policy and Programs

• This position will support the execution of HR strategic and operational initiatives

• Update policies and procedures in collaboration with the Strategic HR Consultant

• Create and maintain monthly reports on HR Metrics

• Develop various communications in collaboration with the Strategic HR Consultant

Annual HR Process Execution;

• Assist with the administration of total rewards programs including benefits, recognition and service milestones

• Assist with the collection and analysis of external salary survey data and support CHF’s annual compensation review process via Bamboo HR

• Support the performance and growth and development process

• Support employee engagement surveys

• Maintaining employee files

• HR Reports, annual vacation allotment updates via Bamboo

• Provide direct HR support to employees should they reach out and escalate where required/ inform leadership

• Initiate offboarding process via Bamboo HR and conduct exit interviews as applicable

Benefit Coordination

• Assist employee/manager with initial disability claim application coordinating between employee and management, and benefit plan provider and as needed for any WCB claim

• Engage CHF’s benefit broker as needed

• Participate in annual benefit review and renewal process with management, Strategic HR consultant and benefit broker

Education and Experience

The ideal candidate will have the following qualifications:

Education: A bachelor’s degree in business, psychology, public administration, or similar. An HR certificate or diploma would be an asset.

Experience: 5 years experience working in a number of the human resource areas noted in the accountability section. A CPHR designation would be an asset, experience in the non-profit sector would be assets but not required.

Technical Knowledge: Solid working knowledge and familiarity with Bamboo HR, as well as experience with administration of benefits, familiarity with relevant legislation related to employment and HR matters, Budget experience would also be an asset. Demonstrated proficiency with Demonstrated proficiency with Microsoft Office suite, Teams, SharePoint, Excel, and Human Resource information Systems (Bamboo HR Microsoft Suite, including Word, Excel, and PowerPoint Presentations).

Project & Client Interface: Excellent project coordination, communication and time management skills.

Problem-Solving & Process Skills: Knowledge of problem solving and decision-making practices, and process improvement techniques.

Collaboration & Influence: Ability to work effectively across cross functional teams, influence stakeholders, and translate organizational priorities into actionable program tasks. Excellent verbal and written communication skills, including preparing reports.

Compliance & Privacy: Familiarity with relevant data privacy practices and regulations.

General Competency Requirements

The ideal candidate will be expected to demonstrate and grow the following competencies :

Taking Accountability for Guiding the Fight Against Homelessness by:

• Regularly sharing our Purpose and Ambition and make decisions that move us toward

• Following through on my commitments to earn the trust of my colleagues and community partners.

• Identifying obstacles, admitting my mistakes, and taking ownership of

Fostering a Growth Mindset by:

• Regularly seek new information and leveraging data to inform my solutions and

• Treating mistakes as learning opportunities and focusing myself & others on improving future

• Considering how I may have contributed to problems and regularly seeking feedback to discover how I can

• Accepting ambiguity and taking action to move us in the direction of our goals without waiting for perfect

Empowering Others to Succeed by**:**

• Articulating and agreeing upon clear expectations and desired

• Meeting regularly with my key internal and external stakeholders to ensure they have what they need from me to succeed.

• Eliminating organizational constraints that hold people

Collaborating for Greater Impact by:

• Proactively collaborating with others and incorporating their input into
• Respecting the unique strengths and agency of others by encouraging them to propose solutions and make
• Having the courage to share difficult perspectives directly, respectfully, and in a timely manner, and encouraging others to do the same
• Being willing to change my perspective when presented with new information