POSITION SUMMARY
The Human Resource Manager provides strategic leadership in aligning people and culture practices with the Credit Union’s evolving business direction. This role oversees workforce planning, recruitment, performance management, and talent development to ensure organizational capacity and agility. It ensures compliance with employment regulations while fostering a culture of engagement, accountability, and inclusion. Partnering closely with senior leadership, the HR Manager drives change management initiatives to support strategic transformation. The position is pivotal in building a resilient, high-performing workforce that advances both member satisfaction and long-term business success.

CORE COMPETENCIES & RESPONSIBILITIES

Workforce Planning & Succession
• Design and implement the HR annual plan and people strategy aligned to departmental and strategic priorities.

• Lead workforce and succession planning to ensure critical roles remain filled, and future capacity and capability matches WCU’s growth ambitions.

• Monitor external HR trends and recommend interventions to keep WCU competitive and compliant.

Talent Onboarding & Management
• Lead full lifecycle recruitment, ensuring timely attraction of talent aligned to WCU culture and growth objectives.

• Design onboarding programmes that accelerate productivity and integrate new hires into WCU’s cooperative  philosophy and member-service culture.

• Promote internal mobility and skills re-deployment to maximise staff potential and motivation.

• Design and deliver training and leadership development programmes to build organisational capacity.

Performance Management, Learning & Development
• Develop and manage a performance and rewards framework that cascades corporate targets across the organisationand links individual KPIs to strategic KPIs.

• Leverage staff expertise to identify cost-effective training, development and engagement approaches such as in-house programmes or external strategic partners with specialised technical or leadership training capacities.

• Measure and monitor effectiveness, behaviour change and/or business impact with defined training ROIs.

Culture, Change Management & Employee Engagement
• Lead change management and culture initiatives that promote service excellence, employee wellbeing and staff buy-in for strategic change.

• Design staff recognition and innovation programmes, conduct engagement surveys, and translate results into action.

• Maintain a healthy working environment and foster a self-motivated, energetic workforce.

Employee & Industrial Relations
• Manage employee relations, grievance and disciplinary processes, and act as lead liaison with employee 

representatives/Trade Union during negotiations and collective bargaining.

• Provide conflict resolution, mediation and IR training to managers and staff; embed proactive dispute prevention.

• Oversee employee benefits administration ensuring accuracy and timeliness for leave requests, medical claims etc.

Policy, Governance & Compliance
• Develop and update HR policies and e-Handbook to reflect labour laws, WCU governance, and emergent best practice.

• Ensure auditability of HR policies and practices, confidentiality of employee records, and compliance with Health & Safety and other statutory reporting obligations.

HRIS, Digital Enablement & People Analytics
• Lead HRIS administration and digitisation of HR workflows (forms, approvals); apply and report on people analytics to monitor engagement, turnover, training metrics, time-to-fill and other KPIs that support strategic decision-making.

• Drive initiatives that increase staff efficiency, productivity and adoption of digital tools. 

Budgeting, Cost Management & ROI
• Prepare, manage and forecast the HR department’s budget; account for expenditure and demonstrate ROI for people investments in training, recruitment, wellness programmes and other HR initiatives.

• Other related duties

QUALIFICATIONS & EXPERIENCE

• Bachelor’s degree in Human Resource Management, Business Administration, Industrial Relations or related field.

• Professional HR certification (CIPD, SHRM or equivalent would be an asset).

• Minimum 5 years progressive HR experience with at least 2 years in a supervisory/managerial HR role. 

• Experience in financial services or credit unions is an asset.

• Proven experience in change management, industrial relations, HRIS implementation, and designing training programmes.

• Experience partnering with diverse stakeholders and managing HR budgets