About the Organization:
Is contributing to a mission driven organization important to you? Do you prefer to be a part of an organization that takes its mission as the basis for all decision making? The mission of Covenant Care is to “continue the healing ministry of Jesus by serving with compassion, upholding the sacredness of life in all stages, and caring for the whole person – body, mind and soul.”

In fulfillment of this mission, Covenant Care actively participate in advancing the Covenant Strategic Plan that aspires to:

Serve – we will strengthen our mission and live our values to meet the needs of those we serve through excellence in care, an engaged team, and wise use of our resources;

Transform and Grow – We will transform the health system and grow through integration, innovation, and shared learnings to respond to the strengths and needs of our communities, especially those most vulnerable;

And Contribute – we will leverage our legacy to maximize the strategic contribution of Catholic health care.

Covenant Care is an organization that takes its mission to the heart of everything it does.

We believe that this is what makes our organization stand out in our approach. Our Employees are the key to how our residents feel about their home… you have the ability to be a part of influencing the lives of all those that reside in our environments and create a caring and compassionate environment.

Covenant Care is a non-profit partner in Alberta’s integrated health system serving seniors of all faiths and backgrounds. We are committed to innovative approaches to support seniors in a caring community where they can thrive.

Position Summary:
Covenant Care and Covenant Living welcome all who share a call to serve those most in need. We are called to continue the healing ministry of Jesus by serving with compassion, upholding the sacredness of life in all stages, and caring for the whole person—body, mind, and soul.

The Manager – HR Systems, Support and Solutions play a critical role in advancing our mission by ensuring our HR systems are optimized to support efficient, compassionate, and values-aligned service delivery. This role leads the strategic and operational management of our Human Resource Information System (Ceridian Dayforce), driving digital transformation, process improvement, and data-informed decision-making across the organization.

HRIS Management & Optimization

• Lead the planning, configuration, and continuous improvement of the Ceridian Dayforce HRIS platform to meet organizational needs.
• Conduct regular system audits and health checks to identify underutilized features, inefficiencies, and opportunities for automation.
• Stay current with Dayforce updates and HR technology trends; recommend and implement enhancements that align with strategic goals.

Data & Analytics

• Compile, analyze, and present HR metrics (e.g., turnover, absenteeism, staffing levels) to support workforce planning and leadership decision-making.
• Develop dashboards and reporting tools to provide actionable insights to HR and operational leaders.
• Ensure data integrity, accuracy, and security across all HRIS functions

Process Improvement & Integration

• Lead initiatives to transition manual or paper-based HR processes into Dayforce, creating streamlined digital workflows.
• Collaborate with HR, site leaders, and other stakeholders to document current processes and design future-state solutions.
• Implement system-driven improvements that enhance efficiency, compliance, and user experience.

Project Leadership

• Manage HRIS-related projects, including new module implementations, system upgrades, and integrations with other platforms.
• Develop project plans, timelines, and stakeholder communications; ensure successful delivery and adoption.
• Coordinate testing, training, and post-launch support for all HRIS initiatives.

Vendor & Service Delivery Management

• Serve as the primary liaison with the external HRIS service provider, managing the Service Level Agreement (SLA) and resolving service issues.
• Monitor performance against Key Performance Indicators (KPIs); escalate unresolved issues to senior leadership as needed.
• Ensure timely updates to documentation and business rules shared with the service provider.

Change Management & Training

• Develop and execute change management strategies to support user adoption of Dayforce and other HR technologies.
• Create and maintain user guides, training materials, and support resources for employees and managers.
• Deliver training sessions and provide ongoing support to ensure system proficiency across the organization.

Risk Management & Compliance

• Ensure HRIS processes comply with employment legislation, privacy laws (e.g., FOIP), and collective agreements.
• Conduct risk assessments for new processes and system changes; implement controls to mitigate operational and reputational risks.
• Maintain proper access controls and data governance protocols.

Strategic Partnership

• Act as a strategic advisor to HR leadership, aligning HRIS capabilities with organizational goals and workforce strategies.
• Collaborate with cross-functional teams (HR, IT, Finance, Operations) to ensure HRIS supports broader organizational initiatives.
• Contribute to strategic planning and innovation efforts that enhance employee experience and operational excellence.

Participates in various departmental meetings, committee meetings, and projects, and promotes and represents Covenant Care/Living on external committees and other forums.

Lead and support initiatives identified in the Human Resources Work Plans that support the Covenant Care/Living strategic directions.

Independent:

• When the operational values (averages) fall below the set KPI’s, HR Manager – Systems, Support and Solutions will work with both Covenant Care/Living operational teams and the Services Provider to determine the best course of action to mitigate the impact of service degradation. Key decisions will need to be made quickly as they relate to the SLA and KPI’s.
• This role will be responsible for reviewing all recommendations made by the Services Provider on KPI’s – the baseline services that the Services Provider will provide to Covenant Care/Living. Decisions will include how to interpret and support the Governance Model and new service offerings.
• This position will manage basic contractual or negotiated issues. An example of a fundamental problem is where there is a disagreement with the Services Provider regarding the interpretation of a KPI.

Recommend:

• Policy changes.
• Covenant Care/Living may have a level of service expectation that is misaligned with the operational capacities of the Services Provider, and managing these expectations against Covenant Care/Living's corporate objectives and deliverables may become a challenge.
• With the support of key stakeholders, decisions related to meeting these objectives will require consideration and a balance of contractual obligations, organizational expectations and operational effectiveness and efficiency.

Decisions Referred Upwards:

• Complex ethical issues.
• Issues of significant financial and public relations impact.

Where the parties fail to reach a negotiated mid-point on a disagreement relating to the delivery of services, it would be escalated to the Director level.

Formal Education:

• Bachelor’s degree in human resources, Business Administration, Information Systems, or a related field.
• HR Management diploma or certificate acceptable.
• CHRP/CHRL designation preferred.
• Project Management certification (e.g., PMP) is considered an asset.

Experience:

• Minimum 5 years of progressive experience in HRIS or HR operations roles, including supervisory or management experience.
• Hands-on experience with Ceridian Dayforce required, including configuration, reporting, and module implementation.
• Experience in a unionized environment required; healthcare or continuing care experience preferred.
• Demonstrated success in leading process improvement and system optimization initiatives.
• Experience managing third-party service providers and SLAs.

Special Knowledge/Skills:

• Strong analytical skills: ability to interpret HR data and generate actionable insights.
• Excellent communication and interpersonal skills; able to train and support users at all levels.
• Proven ability to lead projects and manage change in a complex, multi-site organization.
• High level of discretion, diplomacy, and tact in handling sensitive information.
• Proficiency in Microsoft Office Suite and HRIS reporting tools.
• Ability to travel between sites as required.

Professional/Technical Designation:

• Canadian Human Resource Professional (CHRP) designation and membership with the Chartered Professionals in Human Resources of Alberta.

Skills:

• It will be important for the Manager to forge working relationships across Covenant Care/Living and the Services Provider, as well as with all levels of the organization. This requires someone who can translate HR Operations, the technical language of payroll processing and other related services, into a user-friendly language.
• Ability to manage Covenant Care/Living expectations, against Service Level Agreements and deliverables. The HR Manager – Systems, Support and Solutions will be required to balance contractual obligations, Covenant Care/Living expectations, and operational effectiveness and efficiencies with the Services provided by the Services Provider. Decisions related to meeting these objectives will have to be made quickly, correctly, and with the support of leaders and HR.
• Ability to maintain composure under constant pressure and stress while maintaining a high level of involvement, while facing tight deadlines.
• Ability to handle highly confidential/sensitive issues tactfully and diplomatically.
• Ability to diplomatically handle numerous interruptions.
• Must be able to Flex hours, travel as required.

Please Note:
Covenant Care offers a very competitive compensation and benefits package.

All employees new to Covenant Care must provide a criminal record check not older than 90 days ahead of your commencement date. Criminal Record Check/Vulnerable Person Screening processing is taking much longer than typical (3 to 4 weeks) and that commencing the process in advance is advisable. Not having your CRC will delay your ability to commence employment. Covenant Care is committed to an inclusive work environment and encourages all qualified individuals to apply. We thank you in advance for applying with Covenant Care.

Only those candidates selected for an interview will be contacted.