Employment Type: Full-time, Permanent Department: People and Culture Union: Excluded Salary Range: $70,000 - $75,000 (CAD) annually File #: 26-PC-05 (1 OPEN) Posting Date: June 24, 2026 Posting Close: July 08, 2026 Reason for vacancy: Replacement

Position Summary Reporting to the Director, Human Resources, the HRBP, P&C is responsible for managing day-to-day operations of the People and Culture department including administration of the policies, procedures, and programs of the organization. These responsibilities also include day to day management of labour relations issues and the Collective Agreement established between the Agency and CUPE Local 2497. The HRBP, P&C originates and leads HR practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The HRBP coordinates implementation of services, policies, and programs through Human Resources staff and assists, supports and advises Agency Directors and Managers about Human Resources issues. This is a challenging role in an exciting Agency requiring someone who enjoys planning and developing systems and who has an aptitude for detail but particularly is interested in the personal development of the organization’s people as the needs of the community served by the Agency change and grow.

Duties and Responsibilities Development of the People and Culture Department Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the Agency Participates in developing department goals, objectives, and systems Participates in administrative staff meetings and attends other meetings and seminars as required Assists in establishing departmental measurements that support the Agency's strategic goals Assists with the monitoring of the People and Culture’s annual budget Recruitment and Selection Manages the recruitment process for unionized and non-unionized employees using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce Conducts the recruiting planning meetings when staffing needs are identified Reviews resumes for all job candidates and interviews unionized and non-unionized candidates for employment when assigned Serves on employee selection committees/meetings, as required Labour Relations Investigate and evaluate union complaints, informal grievances or other workplace issues to determine viability and informally mediate when necessary Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations Present the position of the Agency during arbitration or other labour negotiations Research case law or outcomes of previous case hearings Schedule or coordinate the details of grievance hearings or other dispute meetings Prepare evidence for disciplinary hearings, including preparing witnesses to testify Monitor and interpret Agency or workforce adherence to labour agreements Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment Propose resolutions for collective bargaining or other labour or contract negotiations Assist with assessing risk levels associated with collective bargaining strategies Participate in preparing for and the negotiating of collective bargaining agreements Recommend collective bargaining strategies, goals, or objectives Assess the impact of union proposals on Agency operations Advise management on matters related to the administration of contracts or employee discipline or grievance procedures Prepare and submit required governmental reports or forms related to labour relations matters Prepare reports or presentations to communicate employee satisfaction or related data to management Develop methods to monitor employee satisfaction with policies or working conditions, including grievance or complaint procedures Train managers or supervisors on topics related to labour relations, such as working conditions, safety, or equal opportunity practices Human Resources Information Systems Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and Agency information Maintains employee-related databases. Prepares and analyzes reports that are necessary to carry out the functions of the department and Agency. Prepares periodic reports for management, as necessary or requested Fully utilizes Human Resources software to the Agency's advantage Training and Development Assists with the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs Assists with the establishment of an in-house employee training system that addresses the Agency's training needs including training needs assessment, new employee orientation or onboarding, management development, cross-training, the measurement of training impact, and training transfer Assists managers with the selection and contracting of external training programs and consultants Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports Assists with the development and monitoring of spending of the corporate training budget Maintains employee training records Employee Relations Assists with the development of Human Resources policies and events for the Agency with regard to employee relations Partners with management to communicate Human Resources policies, procedures, programs, and laws Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation Assists with the implementation of Agency safety and health programs. Tracks and posts required data and files reports Law Complies with all existing governmental and labour legal and government reporting requirements. Maintains minimal Agency risk exposure Protects the interests of employees and the Agency in accordance with the Agency’s Human Resources policies, practices, and procedures, and governmental laws and regulations Organization Development Assists with the carrying out of a Agency-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management Assists with employee communication and feedback through such avenues as Agency meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use Helps to monitor the organization's culture so that it supports the attainment of the Agency's goals and promotes employee satisfaction Assists with the Agency-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees This job description does not represent a complete account of the duties and responsibilities of the job but rather a summary of those duties and responsibilities in effect at the time of writing. The role and its responsibilities will evolve as the Agency grows and develops to meet community and client needs. Future responsibilities will include such duties as assigned in keeping with the developing nature of the job.

Qualifications Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development or equivalent Minimum 3 to 5 years of progressive leadership experience in Human Resources positions Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred Certified Human Resources Professional (CHRP) required; Certified Human Resources Leader (CHRL) preferred Excellent interpersonal skills and judgment, with a demonstrated ability to deal with sensitive or confidential matters with discretion and tact Outstanding oral and written English language communication skills; fluency in additional languages will be considered an asset Superior organizational skills and attention to detail Strong computer skills and a working knowledge of all Microsoft Office applications and well-developed internet research skills Experience working with UKG or similar systems Highly developed independent and interpersonal skills and a strong teamwork ethic Excellent organizational skills with ability to multitask in a busy environment with unexpected interruptions Excellent follow-up skills and ability to proactively take initiative Superior organizational, analytical, problem solving abilities. Ability to manage multiple projects and deadlines and priorities Community based research experience especially with diverse ethno-cultural groups Self-directed and independent, as well as proven experience in working effectively as an inter-disciplinary team member and in collaboration with other community professionals Understanding of health and benefits programs would be an asset Dixon Hall may use Artificial Intelligence-assisted tools during the recruitment process to support efficiency and consistency. Final hiring decisions are made by the Human Resources team.

Dixon Hall is dedicated to fostering an inclusive selection process and work environment, guided by their Race Relations and Employment Equity Policies. If selected for an interview, please inform the hiring manager or the People and Culture team at peopleandculture@dixonhall.org of any accommodations you may require during the interview process. To achieve their goal of inclusivity and diversity, Dixon Hall actively seeks exceptional candidates from varied backgrounds and with lived experiences. Individuals who self-identify as being from marginalized communities, including Indigenous peoples, racialized persons, persons with disabilities, and those from the 2SLGBTQIA+ community or who have experienced homelessness, are strongly encouraged to apply.