Overview

This team is growing! 

Join our dynamic and dedicated Human Relational Services team as we continue to develop capacity within the Nigig Nibi Ki-win Gamik and across the greater unceded Algonquin territory.

Our team supports the amazing staff who are working directly with child, youth and families under Nigig Nibi Ki-win.

We’re looking for the right people to grow with the organization. Are you interested? Apply today!

SUMMARY

The Human Resources Lead will oversee the daily activities of the Human Relational Services team to support the development of the human relation services-related initiatives and structures, and to build  and manage the relationships needed to successfully maintain Nigig Gamik operations in this area. The position will support the continued growth and development of Nigig Nibi Ki-win and its agency, Nigig Nibi Ki-win Gamik.

The Human Resources Lead will work collaboratively with the Director of HRS & Administration, the  human resources team, and other members of the management team, in order to identify staffing needs, recruit employees, assist in the successful management of personnel-related disputes, coordinate onboarding and offboarding activities, and oversee the development of policies, programs, protocols and structures to create and maintain a supportive workplace for employees. This position oversees the Human Relational Services team.

The Human Resources lead will assist in providing consulting support with Nigig’s stakeholders and team managers in areas of growth and change in this area as needed.

DUTIES AND RESPONSIBILITIES:

  1. Development within the Growing Nigig Team
  • Collaborates with management team to understand and identify staffing needs and skills and competences required for job openings with a view to growth and sustainability
  • Managing and providing coaching and counseling on performance management issues, conflict management, and resolution.
  • Works closely with the Director of HRS & Administration for all matters beyond the scope of basic day-to-day personnel/compliance administration.
  • Understands needs of Nigig Gamik and designs and implements strategic initiatives to support service staff and operations.
  1. HRS Team Oversight
  • Takes a leadership and mentorship role for the Human Resources team.
  • Fosters a collaborative, accountable and supportive team environment.
  • Provides mentorship and professional development opportunities.
  • Models ethical leadership grounded in humility, relational accountability, integrity and service.
  • Conducts or oversees regular performance evaluations.
  1. Compliance Knowledge
  • Manages escalated and complex issues and ensure activities are delivered in compliance with legislative requirements, working with the Director as needed.
  • Maintains current knowledge of Federal legislation relating to Employment Standards, Human Rights, Workplace Health and Safety; assist to handle real or suspected violations of legislated requirements.
  1. Recruitment and Onboarding
  • Collaborates with management team to understand and identify staffing needs and skills and competencies required for job openings.
  • Oversees the development of job descriptions for newly created positions within the department in collaboration with the identified service area’s management team.
  • Oversees and assist as necessary with recruitment, interviews, and hiring new staff, including overseeing interview templates and/or the development of alternative hiring protocols.
  • Assesses potential need to hire contractors for the provision and delivery of specific services to children and families.
  • In collaboration with HRS Generalist and Scheduling & Training Coordinator, service managers and external stakeholders, develops the onboarding process for newly hired staff.
  • Oversees the management of employee onboarding and offboarding, including records management.
  1. HRS Policy Review and Integration
  • Oversees the ongoing review of human relational service policies, and continued development as necessary.
  • Oversees the implementation of workplace safety measures in conjunction with the Workplace Health & Safety Committee.
  • Reviews workplace policies and protocols to maintain compliance with employment laws and regulations and Anishinaabe values.
  1. Performance Evaluations
  • Oversees the conduct of regular performance evaluations for all staff, stepping in if requested.
  • Oversees the investigation into allegations of wrongdoing, and the discipline and termination of employees in accordance with regulation and developed policies.
  • Reviews the effectiveness of performance appraisal templates and protocols, providing alternative solutions as may be beneficial to staff, management and the organization.
  1. Collaborative Practice
  • Consults with management with respect to the development of or changes to the department’s needs in terms of service support and staffing numbers.
  • Identifies and sets salary ranges for newly created positions.
  • Analyzes trends in compensation and benefits and proposes competitive pay programs to attract and retain employees.
  • Oversees the implementation of benefit packages and policies, and/or reviews periodically and as necessary.
  • Promotes wholistic approaches to employee wellness, including balance approaches to professional growth.
  • Supports the development of culturally grounded wellness initiatives and supports.
  • Ensures respectful workplace practices and protocols are in place and upheld.
  1. Administration
  • Provides regular updates to the Director of HRS & Administration regarding changes, as well as monthly department reports.
  • Provides support in setting up HRIS, training and payroll profiles for employees and responding to inquiries.
  • Keeps up-to-date on notes, meetings, and other correspondence, modelling this expectation.
  • Supports the development of efficient administrative processes and systems.
  1. Other
  • May be asked to complete other work-related tasks as requested.

WORKING CONDITIONS:

Due to the sensitive nature of personal information received and managed in this area of operations, the HRS Lead is required to keep all information strictly confidential. The HRS Lead position requires you to sit and stand for various periods of time. This position requires travel from time to time, and is subject to frequent interruptions. The role requires regular, ongoing interactions with Nigig staff and management, sometimes in situations of heightened emotion.

EMPLOYMENT REQUIREMENTS

  1. Basic Requirements:
  • Bachelor’s degree or diploma in Human Resources Management, Business Administration, or related field with combined experience in the human relational service field.
  • Certified Human Resources Professional (CHRP) designation, or working towards, is considered an asset.
  • Minimum of five (5) years of human resource experience, experience in a supervisory role would be considered an asset.
  • Experience working with First Nations, Inuit, and Métis (FNIM) people in a community-based setting would be considered an asset.
  1. Rated Requirements:

Knowledge

  • Indigenous knowledge, in particular understanding of Algonquin practices and values.
  • Knowledge of employment laws, regulations, and standards.
  • Knowledge of local, regional, and provincial Indigenous and non-Indigenous services.
  • Knowledge of Child Welfare legislation, mandates, standards of practice, policies, and procedures such as the Child, Youth and Family Services Act, 2017, Bill C-92, Jordan’s Principle, Customary Care, etc.

Abilities

  • Ability to lead with empathy, humility and accountability.
  • Ability to balance structure and flexibility in a developing organization.
  • Ability to develop any necessary tools and templates required for recruitment, hiring, and onboarding of employees.
  • Ability to communicate with kindness and intent to both employees and management.
  • Ability to develop and review policies to create a safe, healthy, and supportive workplace.
  • Coordinate across various teams to effectively respond to staffing needs.
  • Proficiency in the use of computers and various software programs.

Personal Suitability

  • Strong interpersonal and leadership skills.
  • Ability to evaluate issues at a high level and focus on growth plans.
  • Strong verbal and written communication skills.
  • Ability to problem-solve and resolve conflicts.
  • Ability to work in an interdisciplinary team environment.
  • Tact, discretion, and a professional level of confidentiality.
  • Self-motivated, reliable, thorough, and proactive.
  • Sensitive to Indigenous culture and values.

Conditions of Employment

  • Criminal Reference Check and Vulnerable Sector Check to be provided on application and on request.
  • Proof of education, certifications and professional association membership.
  • Possess a G-class license and clear Drivers’ Abstract.

PREFERENCE IN HIRING:

Nigig promotes equal employment opportunities for all applicants. Persons who identify as Indigenous will be given preference as this role serves the needs of members of Algonquins of Pikwakanagan First Nation. Provided the candidate meets the basic requirements of the position and is deemed qualified following the interview process, preference will be given to a) the qualified Indigenous person who is a member of Algonquins of Pikwakanagan First Nation; then to, b) the qualified Indigenous person; then to, c) the qualified non-Indigenous candidate.

WE OFFER:

  • Competitive Salary
  • Employment benefits & pension plan
  • Paid sick, vacation and special day leave
  • 14 Provincial and Federal Statutory Holidays

Please submit your cover letter and resume to: adesrochers@nigignibi,com

Contact Information

Amy Desrochers

Nigig Nibi Ki-win Gamik Society

1467 Mishomis Inamo,

Pikwakanagan, Ontario

Email: adesrochers@nigignibi,com