Human Resources Manager (2-Year Temporary) File Reference Number: HR-114

Through its services and products, CCOHS advances health and safety in Canadian workplaces, and the physical and mental well-being of working Canadians.

The Human Resources Department is responsible for delivering human resources services to the staff of the Centre. These services include: consulting with senior managers to identify skill needs and qualifications; creating job descriptions for recruiting, hiring and training purposes as well as the delivery of clear expectations to staff; coordinating and performing recruitment, interviewing and hiring processes; recommending/ hiring new employees, overseeing orientation and training of new hires; administering payroll; directing disciplinary actions and resolving disputes between employees or between employees and management; and updating stakeholders on all relevant matters pertaining to human resources and employment legislation.

Reporting directly to the Director of Human Resources and Organizational Effectiveness, the Manager, Human Resources is responsible for overseeing the daily activities of the Human Resources Department. The incumbent will take a hands-on approach in the development and implementation of the Centre’s people management policies and procedures. In collaboration with the Director of Human Resources and Organizational Effectiveness, the Human Resources Manager will ensure compliance with required labour and employment legislation and maintain positive labour and employee relations.


    • Foresees and researches organizational effectiveness and change management initiatives and ensures the development and implementation of all people management policies, processes and programs required in supporting those initiatives.
    • Maintains a deep understanding of CCOHS’ payroll system and works closely with Finance ensuring payroll accuracy, for bi-weekly payroll payments and yearly salary budget forecasting.
    • Anticipates and monitors employment legislative changes which may impact organizational HR policies, processes and programs.
    • Provides advice to managers/ supervisors on employee management issues.
    • Leads the development of job requirements and the maintenance of job descriptions for all positions.
    • Leads the annual human resources forecast and succession plan by consulting with management to determine staffing requirements and leads the recruitment and selection processes.
    • Establishes, collects, tracks, analyzes and reports on key performance metrics to identify areas for improvement and implement solutions to redesign and continually improve HR programs and processes.
    • (35%)
    • Directs, monitors and evaluates the work of the human resources staff to achieve the targets and goals of the department.
    • Leads all aspects of human resource employee management including, but not limited to, hiring, coaching, mentoring, and developing staff, as well as performance management including setting individual goals and objectives, performance assessment, talent retention and, if warranted, discipline and termination.
    • (20%)
    • In collaboration with the Director of Human Resources and Organizational Effectiveness, manages and maintains a collaborative relationship between management, employees, and the union partners.
    • Ensures human resources policies and processes as well as the collective agreement terms and conditions are followed and provides recommendations to management on required action.
    • Participates in the collective agreement negotiations process by coordinating and developing required reports and presentations, conducting all necessary research and is a member of the negotiating team.
    • Ensures Management is trained to administer the collective agreement accurately with a focus on changes following the conclusion of collective bargaining or any other time changes are negotiated.
    • Leads CCOHS’s grievance process and supports management by providing advice regarding the handling of grievances at all levels including attendance at grievance meetings as required.
    • (20%)
    • Management representative in the Joint Labour Management Classification Committee (JLMCC), participates in the classification process responsible for classifying positions in the Bargaining Unit. Using the same classification process, also rate and evaluate excluded positions.
    • (15%)
    • Supports and assists the Director of Human Resources and Organizational Effectiveness on assigned projects.
    • (5%)
    • Other related duties as required.
    • (5%)

Scope of Position

As one of five positions in the Human Resources Department, this position is responsible for overseeing all people management policies and procedures and supervising the work of the human resources staff.


The position requires:

  • Specialized knowledge of human resources management theories, practices, techniques and standards.
  • In-depth knowledge of labour relations and the administration, interpretation and precedents of collective agreements.
  • Knowledge of current trends and developments in the human resources field and their practical applications.
  • Solid understanding of employment related legislation including the Canada Labour Code.
  • Sound knowledge of and expertise with payroll systems, human resources information systems and Microsoft tools (Excel, Word, SharePoint, Visio).
  • Knowledge of HR analytics and performance metrics to support continuous improvement for processes.
  • Solid understanding of effective human resources service delivery from the department to the rest of the organization.
  • Knowledge of current trends and developments in the human resources field.
  • Superior command of French and English, both written and verbal, is highly desirable.

Managerial Know-How:

  • Plans, directs, coordinates and supervises work of the human resources team.
  • Has the ability to hire, develop, and retain management level staff and provide mentoring and coaching, including monitoring/reviewing annual performance reviews to build a high performing team.

Human Relations Skills:

  • Works closely with managers/supervisors from all departments to support them in human relations matters such as performance management, collective agreement interpretation and implementation, staff attendance, incident reporting, recruitment, classification, and staff training and development.
  • Liaises with the Finance department to ensure compliance with government regulations and Treasury Board directives and to ensure accuracy between HR and Finance processes and systems.
  • Supports the human resources team with people management, human relations, interpersonal and/or personal issues, or labour relations matters on collective agreement interpretation and implementation.
  • High degree of interpersonal skills is required for interaction with external organizations such as the Office of the Chief Human Resources Officer (OCHRO) and internal clients such as managers/supervisors as well the supervision of the human resources team. Requires strong communication, presentation, and interviewing/counselling skills to interact with employees and external contacts. The work requires exceptional discretion and judgement.


  • The incumbent has extensive interaction with employees at all levels throughout the organization and requires a high degree of judgement and analytical, constructive and unbiased thinking to understand, interpret and respond to the varied needs of management and employees and to provide unbiased advice, or solve and troubleshoot people management issues.
  • This position consults with and escalates issues to the HR Director for people management matters.
  • There are some resources available but much of the work relies heavily on researching policies, Treasury Board Directives, collective agreements, federal and provincial acts/regulations depending on the unique nature of the situation. The incumbent must be aware of the rules that apply to Schedule II employers.
  • The incumbent faces a high degree of variation in their day-to-day responsibilities in dealing with human relations matters.


  • This position is responsible for achieving the performance goals and targets assigned to the department by the Director of Human Resources and Organizational Effectiveness and supporting human resources staff performance in reaching individual goals.
  • There is a requirement to assess and set priorities with staff to ensure all work assigned is completed within set deadlines.
  • The incumbent is responsible for ensuring that all human resources staff have development plans and performance objectives.
  • The incumbent works with the human resources team to recruit, interview and hire new talent, and develop strategies and training programs to retain top talent. They also manage all aspects of performance.
  • This position and the assigned management team is responsible for the health, safety and well-being of the human resources staff; ensuring staff are properly trained and oriented; monitoring employee safety; ensuring that tools and equipment are properly maintained; and that safety protocols, policies and procedures are followed.

Working Conditions

  • Physical Effort: The employee works at a computer (keyboarding and mousing to read and reply to e-mail, prepare reports, review information, enter data, etc.) for the majority of the workday to meet unmovable deadlines. The employee must simultaneously speak with internal and external clients/contacts and other applications. The work is interspersed with non-computer-based activity, such as reading, thinking, proof-reading, photocopying, filing, and speaking on the phone.
  • Physical Environment: There is a potential for RMI due to unmovable deadlines and the long hours at the computer using a mouse and keyboarding. The incumbent must be careful in locking away sensitive HR documents. The workstation and desk are ergonomically set up, with a wrist rest, mouse rest, document holder, task lamp, as required. The lighting meets standards. The building environmental controls meet general office requirements. There is some concern for noise that can come from the area near the incumbent’s office. Some travel is required for this position.
  • Sensory Attention: The position requires concentration to compose, enter data, proof-read, quality assure, read routine information, communicate with others via e-mail, and search for information. There is a need for deep concentration, as errors could result in and or financial impact on CCOHS. There is a requirement to listen carefully to fully understand in order to provide recommendations and provide solutions to issues. There are many forms to fill out which require a great attention to detail. High levels of accuracy are essential. This position deals with sensitive employee information and requires a high degree of tact, sensitivity, and confidentiality.
  • Mental Stress: There are priorities and deadlines that need to be met on a regular basis. There is regular contact and interruptions from clients (managers and employees), as well as telephone calls requesting information and advice. The employee has little control over the pace of work. Work is varied in nature. There can be a considerable amount of stress dealing with highly sensitive, emotional, and difficult human resources issues; short time constraints; and juggling several different activities with limited deadlines. This position handles highly confidential information. Priorities are often adjusted due to the workload and arising situations. Some travel maybe required for this position. There is high degree of contact requiring excellent communications skills and sensitivity to others in order to supervise staff, develop relationships, influence or understand others, reach agreements and/or achieve results.


  • A degree in Human Resources Management
  • CHRP/CHRL designation.
  • Minimum five years of experience in a labour relations and organizational effectiveness role.
  • Experience in a unionized environment of professional employees, preferably within the public sector, is required.
  • Experience and expertise working with payroll systems, human resources information systems and Microsoft tools (Excel, Word, SharePoint, Visio).
  • Demonstrated ability and experience in management of direct reports to lead, motivate and coach teams to obtain cooperation, instill accountability and achieve results.
  • Demonstrated ability in developing positive working relationships with those in and outside of the team.
  • Demonstrated experience drafting, implementing and managing human resources policies, processes and programs.
  • Demonstrated experience in organizational effectiveness and change management initiatives.
  • Demonstrated skills in mediation, negotiation, coaching and facilitation.
  • Excellent verbal and written communication, presentation and interpersonal skills.
  • Ability to communicate with all levels of employees effectively.
  • A flexible, creative, open-minded approach to problem solving.
  • Superior verbal and written communication skills.
  • Excellent time management skills.
  • Ability to communicate in both official languages is highly desirable.


Within the range of

$97,380 to $125,376 (CCOHS-13) per annum.

Temporary, full time

Application Deadline

Tuesday, January 19, 2021

Quote File Reference Number: HR-114

Vacancies: 1

To Apply

Please send cover letter and resume to

Attach resume as an MS Word or PDF document.

Note: All resumes are maintained confidential and are kept on file for a period of six months.

Attaining reliability security status is a condition of employment for all CCOHS positions.

We thank all candidates for their interest; however, only those under consideration will be contacted.