Manager, Human Resources & Labour Relations
Top Benefits
About the role
The Manager, Human Resources & Labour Relations provides leadership and strategic support across the organization by managing a broad range of confidential and complex Human Resources functions. This role serves as a key integrator—bringing clarity, structure, and operational discipline to the HR function. With a strong focus on systems, compliance, and cross-functional collaboration, the Manager ensures HR operations are consistent, scalable, and aligned with organizational goals. This position is critical in driving organizational effectiveness through streamlined processes, well-governed systems, and practical execution that supports both people and performance.
KEY RESPONSIBILITIES
Human Resources Strategy & Planning
- Collaborates with the Senior Manager, Human Resources & Organizational Development to design and implement HR strategies that support business goals, culture, and values.
- Participates in annual departmental and organizational planning, including budget development, workforce forecasting, and talent strategy.
- Oversees and evaluates HR programs, policies, and tools for effectiveness and alignment with evolving organizational needs.
- Contributes to the optimization of HR systems and structures to ensure an agile, responsive, and modern HR function.
Recruitment & Retention
- Oversees end-to-end recruitment processes and leads hiring for management and critical positions.
- Facilitates inclusive recruitment practices, screening, panel interviews, and selection processes.
- Evaluates and implements innovative tools and methods to enhance recruitment and onboarding.
- Leads internal mobility and promotion practices to support talent growth and succession planning.
- Reviews exit data and conducts management exit interviews to identify trends and provide strategic retention recommendations.
Labour Relations
- Acts as the primary contact for day-to-day labour relations, offering strategic advice and operational support to managers.
- Interprets and applies the Collective Bargaining Agreement; delivers training to leaders on contract administration and conflict resolution.
- Leads grievance management processes in consultation with ELT and fosters positive union-management relationships.
- Coordinates Joint Labour-Management Committee meetings and implements negotiated agreement changes.
- Maintains awareness of legislative changes and case law impacting unionized environments in BC.
Disability Management & Workplace Accommodation
- Manages the end-to-end disability management and return-to-work processes, including WCB, STD, and LTD claims.
- Liaises with external providers and internal stakeholders to ensure continuity of support and legal compliance.
- Leads the organization’s approach to reasonable accommodation, with advanced working knowledge of the BC Human Rights Code and a trauma-informed lens.
- Tracks and analyzes accommodation trends, identifying system improvements and training opportunities.
Performance Management & Employee Development
- Coaches and supports leaders on performance management, goal setting, and progressive discipline practices.
- Reviews and advises on performance issues, supporting leaders in documentation, feedback, and action planning.
- Guides leadership development, succession planning, and cross-training to build organizational capacity and resiliency.
- Ensures alignment of performance expectations with role descriptions, strategic goals, and core values.
Job Evaluation & Compensation
- Oversees the job evaluation process for all new and changing roles using the organization’s approved tools.
- Reviews and recommends updates to salary structures to ensure internal equity and external competitiveness.
- Ensures consistency in job descriptions, collaborating with leaders to maintain clarity in role expectations.
- Participates in annual compensation reviews and supports pay transparency initiatives, including compliance with Pay Transparency Act reporting and proactive equity analysis.
HR Systems Optimization & Process Modernization
- Leads a department-wide HRIS needs assessment to identify opportunities for improved automation, data integrity, and end-user functionality across the employee lifecycle.
- Champions the selection, implementation, and optimization of HR systems and tools to support streamlined service delivery, compliance, and organizational effectiveness.
- Collaborates with internal stakeholders to align HR system use with records management standards, reporting requirements, and accessibility for both managers and employees.
- Develops and implements process and procedure enhancements leveraging HR technology, ensuring consistent and efficient workflows, reduced administrative burden, and improved decision-making.
- Acts as a change agent for digital transformation within the HR function, fostering adoption of tools and systems that enhance both the employee and leadership experience.
Other Duties
- Supports a culture of continuous learning and improvement through ongoing professional development.
- Participates in special projects and organizational initiatives as required.
QUALIFICATIONS & REQUIREMENTS
Education
- Undergraduate degree in Human Resources, Organizational Psychology, Business Administration, or a related discipline (required; Master’s preferred).
- Chartered Professional in Human Resources (CPHR) designation or demonstrated progress toward certification (preferred).
Experience
- Minimum five (5) years of progressive experience in human resources, with demonstrated growth through roles such as HR Business Partner, HR Advisor, or HR Manager, and a minimum of three (3) years managing direct reports or leading HR teams.
- Minimum three (3) years of direct experience managing complex workplace accommodation and return-to-work cases, with advanced knowledge of the BC Human Rights Code.
- Minimum two (2) years of experience managing cross-functional HR technology projects that drive enterprise-wide improvements in workflow efficiency, system integration, and strategic decision-making.
- Experience leading HR planning, labour relations, employee engagement, and program development across the HR spectrum.
- Demonstrated ability to interpret and apply employment legislation, collective agreements, and HR policy in a business context.
TECHNICAL & LEADERSHIP COMPETENCIES
- Advanced understanding of employment and human rights legislation, particularly in British Columbia.
- Exceptional communication, coaching, and conflict resolution skills.
- Proven ability to influence, collaborate, and build trusted relationships with stakeholders at all levels.
- Strong project management skills with a continuous improvement mindset.
- Ability to lead with empathy, integrity, and strategic foresight.
- Adept with HRIS systems, data reporting, and technology to support workforce planning and decision-making.
- Committed to diversity, equity, and inclusion in all aspects of HR practice.
WHY JOIN KOOTENAY SAVINGS CREDIT UNION?
Why Join Kootenay Savings Credit Union?
At Kootenay Savings, we know our dedicated employees are the key to our success. That’s why we’re committed to creating a workplace where employees thrive, grow, and feel valued. We offer a total rewards package that includes:
- Competitive salary starting at $100,000.00
- Comprehensive benefits including extended health, dental, and vision coverage
- Health Care & Personal Spending Account
- Paid vacation, sick time, and floating holidays
- Continual training, development, and coaching to support your career growth
- Staff benefits on products such as bank accounts, loans, and mortgages
- A fulfilling career in a progressive organization that embraces leading strategic initiatives
- A workplace that puts community and employees first, supporting local non-profits, student bursaries, and community sponsorships
If you are a team player ready to take on an exciting challenge in a progressive, employee-focused environment, we’d like to hear from you!
About Kootenay Savings Credit Union
We are the region’s leading credit union with over $1.7 billion in assets, more than 30,000 members, and over 200 employees. With our Corporate Office, Member Service Centre, and 11 branches located across the East and West Kootenays, we proudly provide retail and commercial banking services.
We’re deeply rooted in our community, making a difference by donating back, supporting local non-profits, and offering sponsorships and bursaries to help students succeed. It’s part of who we are and what we stand for as Kootenay Savings Credit Union.
For more information about Kootenay Savings, visit kscu.com. To learn more about the beautiful Kootenay region, visit imaginekootenay.com.
Apply Now:
If you are ready to lead and inspire change, apply today to become our Senior Manager of Human Resources & Organizational Development.
Application Deadline: August 6, 2025
Kootenay Savings Credit Union is an equal-opportunity employer and values diversity in the workplace. We encourage all qualified candidates to apply.
We thank all applicants for their interest; however only short-listed applicants will be contacted.
About KOOTENAY SAVINGS CREDIT
Located in the beautiful Kootenay region of Southeast British Columbia, Kootenay Savings is a member-owned financial institution with over $1 billion in assets, 38,000 members and over 200 employees. With Corporate Offices in Trail, Kootenay Savings delivers personal and commercial banking through eleven branches, offers a full range of wealth management and insurance services through its wholly owned subsidiary Kootenay Savings MoneyWorks and general insurance through its partnership in Kootenay Insurance Services.
Additionally, Kootenay Savings operates its own Community Foundation that has, since inception in 2000, funded over $4 million in community based projects.
As one of over 9000 Canadian cooperatives, Kootenay Savings is dedicated to improving the lives of our members, putting people before profits and investing in our communities.
Manager, Human Resources & Labour Relations
Top Benefits
About the role
The Manager, Human Resources & Labour Relations provides leadership and strategic support across the organization by managing a broad range of confidential and complex Human Resources functions. This role serves as a key integrator—bringing clarity, structure, and operational discipline to the HR function. With a strong focus on systems, compliance, and cross-functional collaboration, the Manager ensures HR operations are consistent, scalable, and aligned with organizational goals. This position is critical in driving organizational effectiveness through streamlined processes, well-governed systems, and practical execution that supports both people and performance.
KEY RESPONSIBILITIES
Human Resources Strategy & Planning
- Collaborates with the Senior Manager, Human Resources & Organizational Development to design and implement HR strategies that support business goals, culture, and values.
- Participates in annual departmental and organizational planning, including budget development, workforce forecasting, and talent strategy.
- Oversees and evaluates HR programs, policies, and tools for effectiveness and alignment with evolving organizational needs.
- Contributes to the optimization of HR systems and structures to ensure an agile, responsive, and modern HR function.
Recruitment & Retention
- Oversees end-to-end recruitment processes and leads hiring for management and critical positions.
- Facilitates inclusive recruitment practices, screening, panel interviews, and selection processes.
- Evaluates and implements innovative tools and methods to enhance recruitment and onboarding.
- Leads internal mobility and promotion practices to support talent growth and succession planning.
- Reviews exit data and conducts management exit interviews to identify trends and provide strategic retention recommendations.
Labour Relations
- Acts as the primary contact for day-to-day labour relations, offering strategic advice and operational support to managers.
- Interprets and applies the Collective Bargaining Agreement; delivers training to leaders on contract administration and conflict resolution.
- Leads grievance management processes in consultation with ELT and fosters positive union-management relationships.
- Coordinates Joint Labour-Management Committee meetings and implements negotiated agreement changes.
- Maintains awareness of legislative changes and case law impacting unionized environments in BC.
Disability Management & Workplace Accommodation
- Manages the end-to-end disability management and return-to-work processes, including WCB, STD, and LTD claims.
- Liaises with external providers and internal stakeholders to ensure continuity of support and legal compliance.
- Leads the organization’s approach to reasonable accommodation, with advanced working knowledge of the BC Human Rights Code and a trauma-informed lens.
- Tracks and analyzes accommodation trends, identifying system improvements and training opportunities.
Performance Management & Employee Development
- Coaches and supports leaders on performance management, goal setting, and progressive discipline practices.
- Reviews and advises on performance issues, supporting leaders in documentation, feedback, and action planning.
- Guides leadership development, succession planning, and cross-training to build organizational capacity and resiliency.
- Ensures alignment of performance expectations with role descriptions, strategic goals, and core values.
Job Evaluation & Compensation
- Oversees the job evaluation process for all new and changing roles using the organization’s approved tools.
- Reviews and recommends updates to salary structures to ensure internal equity and external competitiveness.
- Ensures consistency in job descriptions, collaborating with leaders to maintain clarity in role expectations.
- Participates in annual compensation reviews and supports pay transparency initiatives, including compliance with Pay Transparency Act reporting and proactive equity analysis.
HR Systems Optimization & Process Modernization
- Leads a department-wide HRIS needs assessment to identify opportunities for improved automation, data integrity, and end-user functionality across the employee lifecycle.
- Champions the selection, implementation, and optimization of HR systems and tools to support streamlined service delivery, compliance, and organizational effectiveness.
- Collaborates with internal stakeholders to align HR system use with records management standards, reporting requirements, and accessibility for both managers and employees.
- Develops and implements process and procedure enhancements leveraging HR technology, ensuring consistent and efficient workflows, reduced administrative burden, and improved decision-making.
- Acts as a change agent for digital transformation within the HR function, fostering adoption of tools and systems that enhance both the employee and leadership experience.
Other Duties
- Supports a culture of continuous learning and improvement through ongoing professional development.
- Participates in special projects and organizational initiatives as required.
QUALIFICATIONS & REQUIREMENTS
Education
- Undergraduate degree in Human Resources, Organizational Psychology, Business Administration, or a related discipline (required; Master’s preferred).
- Chartered Professional in Human Resources (CPHR) designation or demonstrated progress toward certification (preferred).
Experience
- Minimum five (5) years of progressive experience in human resources, with demonstrated growth through roles such as HR Business Partner, HR Advisor, or HR Manager, and a minimum of three (3) years managing direct reports or leading HR teams.
- Minimum three (3) years of direct experience managing complex workplace accommodation and return-to-work cases, with advanced knowledge of the BC Human Rights Code.
- Minimum two (2) years of experience managing cross-functional HR technology projects that drive enterprise-wide improvements in workflow efficiency, system integration, and strategic decision-making.
- Experience leading HR planning, labour relations, employee engagement, and program development across the HR spectrum.
- Demonstrated ability to interpret and apply employment legislation, collective agreements, and HR policy in a business context.
TECHNICAL & LEADERSHIP COMPETENCIES
- Advanced understanding of employment and human rights legislation, particularly in British Columbia.
- Exceptional communication, coaching, and conflict resolution skills.
- Proven ability to influence, collaborate, and build trusted relationships with stakeholders at all levels.
- Strong project management skills with a continuous improvement mindset.
- Ability to lead with empathy, integrity, and strategic foresight.
- Adept with HRIS systems, data reporting, and technology to support workforce planning and decision-making.
- Committed to diversity, equity, and inclusion in all aspects of HR practice.
WHY JOIN KOOTENAY SAVINGS CREDIT UNION?
Why Join Kootenay Savings Credit Union?
At Kootenay Savings, we know our dedicated employees are the key to our success. That’s why we’re committed to creating a workplace where employees thrive, grow, and feel valued. We offer a total rewards package that includes:
- Competitive salary starting at $100,000.00
- Comprehensive benefits including extended health, dental, and vision coverage
- Health Care & Personal Spending Account
- Paid vacation, sick time, and floating holidays
- Continual training, development, and coaching to support your career growth
- Staff benefits on products such as bank accounts, loans, and mortgages
- A fulfilling career in a progressive organization that embraces leading strategic initiatives
- A workplace that puts community and employees first, supporting local non-profits, student bursaries, and community sponsorships
If you are a team player ready to take on an exciting challenge in a progressive, employee-focused environment, we’d like to hear from you!
About Kootenay Savings Credit Union
We are the region’s leading credit union with over $1.7 billion in assets, more than 30,000 members, and over 200 employees. With our Corporate Office, Member Service Centre, and 11 branches located across the East and West Kootenays, we proudly provide retail and commercial banking services.
We’re deeply rooted in our community, making a difference by donating back, supporting local non-profits, and offering sponsorships and bursaries to help students succeed. It’s part of who we are and what we stand for as Kootenay Savings Credit Union.
For more information about Kootenay Savings, visit kscu.com. To learn more about the beautiful Kootenay region, visit imaginekootenay.com.
Apply Now:
If you are ready to lead and inspire change, apply today to become our Senior Manager of Human Resources & Organizational Development.
Application Deadline: August 6, 2025
Kootenay Savings Credit Union is an equal-opportunity employer and values diversity in the workplace. We encourage all qualified candidates to apply.
We thank all applicants for their interest; however only short-listed applicants will be contacted.
About KOOTENAY SAVINGS CREDIT
Located in the beautiful Kootenay region of Southeast British Columbia, Kootenay Savings is a member-owned financial institution with over $1 billion in assets, 38,000 members and over 200 employees. With Corporate Offices in Trail, Kootenay Savings delivers personal and commercial banking through eleven branches, offers a full range of wealth management and insurance services through its wholly owned subsidiary Kootenay Savings MoneyWorks and general insurance through its partnership in Kootenay Insurance Services.
Additionally, Kootenay Savings operates its own Community Foundation that has, since inception in 2000, funded over $4 million in community based projects.
As one of over 9000 Canadian cooperatives, Kootenay Savings is dedicated to improving the lives of our members, putting people before profits and investing in our communities.