Employment Opportunity
Manager, Human Resources
Fort St John, BC
Closing Date: May 15, 2015 or until filled.
Role Summary
The primary purpose of this position is to assist North Peace Savings & Credit Union in living out our Service
Mission, “To build rewarding relationships through a superior service experience.” One of the primary means
to achieve this end is to develop a highly effective team of employees and develop each employee to their
highest potential through coaching and leadership. Responsible for ensuring that outstanding service is
delivered to both internal and external members. Reporting to the Chief People Officer, the incumbent
manages HR planning through the design and contribution to the development and implementation of short and
long term strategies. This position works with a team of HR professionals/experts/specialists to develop HR
policies and programs including recruitment, total compensation, performance management, employee
development, training and health and wellness. Responsibilities also include compliance, labour relations, and
the effective management of employee information, analytics and reporting systems. Through teamwork and
empowerment of direct reports, delivers HR programs and services that sustain the culture of NPSCU and aligns
with corporate strategies. Champions professional HR practices across the organization.
Key Responsibilities
Employee and Team Engagement
The Manager, Human Resources is responsible to:
 Ensure team delivers service to both internal and external members that are in alignment with the
credit union’s Service Promises.
o I promise to be respectful in every interaction.
o I promise to do it right the first time.
o I promise to deliver more than expected.
o I promise to keep it simple and easy.
o I promise to provide innovative solutions.
o I promise to create a positive and memorable experience.
o I promise to significantly improve your financial life.
 Lead and mentor staff with an approachable manner and promote a coaching environment within the
department and throughout the organization.
 Develop each employee to their highest potential by identifying their areas for improvement and
appropriately coaching, training or correcting the employees’ performance.
 Recognize employees who perform at a high level.
 Hold employees accountable for their performance, attitude and behavior.
 Meet with direct reports monthly to review previous month’s performance, set goals for upcoming
month’s performance and develop plans to improve employee’s performance.
 Develop direct reports by producing effective employee development plans that motivate and track
individual development; meets quarterly at minimum, to provide on-going, relevant feedback to follow
up on plan and support development and succession to achieve employee and organization goals.
 Ensure that the department meets service goals as established by the Credit Union.
 Demonstrate enthusiastic support of corporate mission, core values and long-term objectives.
 Effectively communicate and reinforce NPSCU and local strategic direction and organizational values.
 Develops an effective, adaptable work force to ensure a differentiated experience for employees and
members.
Employment Opportunity
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Responsible for championing, communicating, coaching and mentoring professional HR practices across
the organization.
Champions sales and service management practices and leads in the implementation of strategic
initiatives as needed.
Total Compensation
 Recommends, develops and implements employee compensation programs that align with the
corporate direction.
 Manages the total compensation programs such as pay, benefits, incentives, and intangibles; and
recommends program adjustments as required.
 Manages NPSCU’s job evaluation program; updated job requirements and descriptions, facilitates
meetings of the Job Evaluation Committee, and ensures appropriate information is included in Job
Evaluation Questionnaires for accurate banding and ranking of jobs.
 Analyzes and summarizes data and makes recommendations/adjustments in order to maintain market
competitiveness to achieve fair and equitable compensation.
 Provides support and advice to managers regarding position level, salary ranges, current salary, and
other related compensation policies and procedures.
Employee Benefits
 Oversees the management of health and pension/retirement plans, as well as, health and wellness
initiatives and strategies.
 Recommends the benefit plan most suited to the corporate strategy and objectives based on; cost,
benefit analysis and employee requirements.
 Establishes operational practices to ensure confidentiality of employee information, including disability
management, as well as ensure compliance with regulatory requirements.
 Periodically reviews benefit plan experience and in collaboration with the Chief People Officer, annually
negotiates benefits and premiums with chosen benefits consultant.
 Keeps current on new developments in pension legislation and informs the Chief People Officer of the
same.
 Evaluates and recommends changes to benefits policies to ensure that programs are current,
competitive and in compliance with regulatory requirements.
Employee Information and Analytics
 Collaborates with the Chief People Officer to develop HR reporting metrics and systems that
strategically measures results aligned with the corporate strategy.
 Gathers, analyzing, and summarizing employee data and trend information and makes
recommendations as required.
 Oversees the implementation and management of systems (i.e. HRIS) and processes that support the
maintenance of employee records and files.
 Responsible for the overall management of scheduling systems, making suggestions to improve
effectiveness as required.
Planning, Budgeting, Monitoring and Reporting
 Collaborates with the Chief People Officer on compensation and recognition and rewards strategies and
programs making recommendations for changes that align with corporate strategy.
Employment Opportunity
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Recommends, develops and implements Human Resources policies, procedures, services and programs
that help execute the overall business strategies and plans of the credit union and maintain and
enhance the quality of working life.
Provides input into the planning and budget process of the Human Resources area by preparing a
human resource plan and budget for the personnel function and monitoring the plan and budget
monthly.
Recommends Human Resources strategies, plans and objectives to ensure effective workforce planning.
Organizational Performance
 Makes recommendations to enhance or improve NPSCU’s performance management system and
process to ensure employee work-efforts are linked to the achievement of business goals.
 Ensures appropriate systems are in place for employee performance, planning and review to ensure all
employees performance is assessed annually. Monitors the application of the performance appraisal
system, arranging for training and education programs where required.
 Makes recommendations in the development of an organizational succession plan and process.
 In collaboration with the Employee Development Specialist and Chief People Officer, as required, leads
the development and implementation of training and professional development programs that
contribute to the achievement of organizational objectives.
 In collaboration with key HR personnel, establishes and maintains a recruiting, testing, and interviewing
program; counseling managers on candidate selection; conducting and analyzing exit interviews;
recommending changes. Participates in interviews, as required, recommending and selecting new hires
based on their knowledge, skills and abilities and cultural fit; oversees the negotiation and
administration of employment contracts.
General Human Resources Services and Employee Relations
 Provides HR generalist support to the organization and empowers HR department experts as required by
making referrals to direct reports to support areas such as recruitment, employee development,
training, performance management, payroll, benefits, health and wellness, WCB, and human rights.
 Collaborates with the Human Resources team who partner with the various functional support and
business areas, to provide service and sustain the culture of NPSCU, while supporting the strategic
and competitive direction.
 Provides leadership, coaching and support to Leaders in employee relations matters, performance
management, performance improvement and the completion of effective Employee Development Plans
throughout the organization as needed.
 Effectively resolves any problems, queries, disputes or grievances arising from managers or staff.
Other
 Undertakes self improvement training and education to remain current and continually improve
competence.
 Is a NPSCU brand ambassador, participating in community organizations and activities to enhance the
credit union image.
 Performs job duties within our bylaws, regulations, policies, established internal and external service
standards and our work procedures.
 Other projects as assigned by the Chief People Officer.
Education & Experience
Employment Opportunity
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University degree in human resources, business or related field and 3-4 years of relevant experience
with a minimum 2 years of proven leadership/managerial experience preferred. An equivalent
combination of education and experience may be considered.
Experience and/or education in dealing with compensation, benefits, employee relations, recruitment,
performance management, employee development and training.
Working knowledge of Federal and Provincial legislation pertaining to Human Resources.
Certified Human Resources Professional Designation an asset
Required Knowledge Skills & Abilities
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Above average coaching, leadership, presentation, communication and interpersonal skills.
Highly motivated, positive, flexible work attitude with a demonstrated ability to work and resolve
situations independently, prioritize, meet deadlines, exercise sound judgment.
Able to manage work pressure arising from work volume, variety of demands and time constraints.
Ability to solve problems creatively.
Experience leading teams through major organizational change initiatives.
Project and change management experience required.
A high level of professionalism and personal integrity.
Utmost confidentiality and discretion
The ability to build rapport with employees at all levels is imperative.
Resourceful, solution focused and results oriented.
Proven conflict resolution and negotiation skills using coaching methods to build collaborative,
rewarding relationships.
Ability to deal with and remain calm in difficult and stressful situations.
Good organizational and time management skills
Attention to detail in all areas of work.
Some planning, budget and financial management skills.
Applicant must be fluent in MS Word and Excel.
Contacts
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Direct contact with senior management to counsel, problem solve, analyze and make decisions.
Direct contacts with junior management and staff to give and receive information and advise on human
resource plans and programs.
Contact with Central 1, other credit union managers, human resource specialists, researchers,
government agencies, and other community professionals.
Contact with Lawyers.
Working Conditions
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The job may require extended hours to meet work volumes, deadlines and credit union meetings.
The incumbent may be required to attend community functions to enhance the credit union's image in
the community.
This role description is only a summary of the typical functions of the role, not an exhaustive or
comprehensive list of all possible role responsibilities, tasks, and duties. The responsibilities, tasks, and
duties of the incumbent might differ from those outlined in the role description and other duties, as
assigned, might be part of the role.
Employment Opportunity
Department:
Position Reporting to:
Base Salary Range:
Hours of Work:
Last Revision Date:
Profile Approved By:
Human Resources
Chief People Officer
TBD Negotiable based on skills, knowledge and experience.
Full Time - 40 hours per week
April 8, 2015
Mitchel Chilcott, CEO
Please submit resume and cover letter, in confidence,
to lstewart@npscu.ca on or before
5pm on Friday May 15, 2015