Human Resources Manager

Overview

Position Overview
Reporting to the Chief Executive Officer, you will provide first-point-of-contact support to deliver core
HR operational services to all levels of the organization, from the ‘ground up’, to the executive level.
This position is unique, given its broad spectrum of work required and individual accountability for all
HR functions and deliverables. As an integral member of our growing team, you thrive in a fast-paced,
highly collaborative environment and are result-driven.

If this role interests you and you meet the required qualifications, we invite you to apply

Qualified candidates are invited to submit cover letters and resumes to the Chief of Staff, Lynda.Gwilliam@apmc.ca by Sunday, July 14, 2024.

Specific Skills

The incumbent demonstrates an unwavering degree of the APMC values: performance, integrity, and collaboration. All APMC roles share the job competencies of adaptability, initiative, communication, interpersonal, results driven and performance will be reflective of these competencies.

10+ years experience as an HR professional, with a minimum of 5 years as an HR leader. Preference will be given to candidates with experience in the Oil and Gas Industry.
Undergraduate degree or college diploma in related field (for example: Human Resources Management, Business Administration) is preferred.
HR related certification, designation, membership (CPHR for example.).
Skilled at leveraging technology and data analytics to enhance the HR portfolio with experience working with ADP or similar platform considered an asset.
Proven experience in the implementation and maintenance of benefits administration, including health and welfare plans, retirement programs, payroll, and HR administration.
Professional written and verbal communication and interpersonal skills with an ability to handle sensitive information with discretion and dexterity.
Experience and training in conflict management and facilitating resolution processes.
Problem solver with critical thinking skills, including an aptitude to adapt to change.
As the most senior Human Resources officer, possess unquestionable judgement, expertise in management, compensation and benefits, recruiting and employment law and the confidence and credibility necessary to develop and maintain productive executive relationships.

Responsibilities

Role Summary As the sole HR professional in APMC, the Human Resources Manager is accountable for our most valuable asset, our people. You will add value by aligning business and people strategies to ensure the organization’s people are managed efficiently and effectively while complying with legal and ethical standards. The design and implementation of programs and processes will promote company performance and foster a safe, inclusive, empowering culture that enables our team members to reach their highest potential. • Establish clear lines of authority, responsibility, and accountability for all HR functions, including recruitment, selection, retention, training and development, performance management, and compensation.

Be an ambassador of individual and team collaboration across the organization, fostering intra- and inter-departmental relationships in support of a positive, productive and efficient workplace.
Serve as a trusted confidential resource to all staff and provide clear counsel and guidance related to HR programs, policies, acts, and regulations.
Deliver effective employee communication by applying interactive skills, including negotiation, facilitation, change management principles and conflict resolution to build credibility and inspiration within the organization.
Develop, implement, monitor, and report on standard, fit-for purpose and innovative HR related programs that are both tailored for the current needs of the business and thoughtfully scalable to meet future needs, e.g.: compensation and benefits, recruitment, onboarding, talent retention, learning and development, engagement, performance management, occupational health & safety, succession planning, etc.
Possess a sound knowledge of HRIS executing on software implementation(s) and troubleshooting HR software irregularities. Other projects and initiatives are assigned as required.
Draft operational reporting updates on all HR related initiatives for the Board of Director’s HR Governance Committee (HRGC) on policies, compensation, talent challenges and other HR related issues of strategic importance.

HR Advisory and Employee Relations

Collaborate with the executive leadership team to provide strategic HR support. Focus on consulting, organization design, workforce planning, talent optimization, and performance management to align with the company’s direction and goals.
Provide the CEO office information and reports for the Board of Directors’ Human Resources Committee, enabling them to make informed compensation decisions.
Provide guidance and counsel on HR-related matters to all levels of the APMC employee group and collaborate with legal counsel as required.
Oversee and administer all facets of the APMC compensation plan, including performance evaluation structure, benefits plan, retirement compensation and tactical payroll processing requirements.
Recurrently educate employees on training and development programs as well as company policies certifying compliance.
Observe employee progress and remain well-informed on company climate and culture upholding positivity and productivity.
Act as an ambassador of team collaboration, fostering partnerships with an ability to constructively resolve issues by encouraging face-to-face dialogue and candidness.
Convey clear counsel to all leaders to ensure delivery of an appropriate employee performance plan inspiring two-way conversation cultivating growth and development for the employee and the business.
Develop and maintain HR metrics and reporting systems to track HR key performance indicators, including the enablement of annual goal communication and measurement.
Utilize data to drive informed decision-making and HR process improvements.

Recruitment

Own and maintain compensation programming and related benchmarking data to attract and retain top talent. including application of the Mercer benchmarking data.
Direct and manage all hiring and training procedures to ensure that the recruitment and selection processes are transparent, objective, and merit-based while promoting diversity and inclusion in the process leading to a more diverse and inclusive workplace.
Partner with the executive leadership team to identify succession planning opportunities through the process of identifying critical roles, building success profiles, nominating successors, assessing succession needs, developing talent and measuring progress.
Build and maintain strong relationships with external partners and industry networks to enhance the APMC’s talent pipeline.

Finance Function

Collaborate with Finance in the administration of benefits and payroll to include: accurate payroll processing for the APMC employees and the Board of Directors, precise T4 production, exact payroll reporting, seamless processes resulting in correct financial reconciliation.
Partner with Finance to provide monthly HR documentation safeguarding accurate reconciliation and payment of various employee programs.