Position Summary The Senior Human Resources Manager is responsible for the overall leadership and administration of the Human Resources department and serves as a key advisor to the CAO, managers, directors, and employees. The position provides leadership across the full range of HR functions, including employee relations, recruitment, performance management, workplace investigations, policy development, compensation, benefits, employee records, and compliance with applicable employment legislation. The Senior Human Resources Manager will also provide guidance and support to GNN leaders in addressing workplace matters fairly, consistently, and in accordance with GNN policies, employment legislation, and best practices. Key Responsibilities Human Resources Leadership · Lead the day-to-day operations and priorities of the Human Resources department. · Provide HR advice and guidance to the CAO, directors, managers, supervisors, and employees. · Develop, implement, and maintain effective HR policies, procedures, programs, and practices. · Identify opportunities to improve HR processes, employee services, and organizational practices. · Maintain a high standard of confidentiality, professionalism, fairness, and integrity in all HR matters. · Supervise and provide direction to HR support staff. Employee Relations · Provide guidance to managers and supervisors on employee relations, attendance, performance, conduct, workplace conflict, and other employee matters. · Lead and support workplace investigations and prepare appropriate documentation and recommendations. · Manage disciplinary processes in accordance with GNN policies and applicable employment legislation. · Support the resolution of workplace concerns through fair, respectful, and consistent processes. · Provide employees and managers with interpretation and guidance regarding workplace policies, procedures, and employment requirements. · Work with leadership and external advisors when specialized HR or legal advice is required. Recruitment & Workforce Planning · Lead full-cycle recruitment processes, including job postings, candidate screening, interviews, reference checks, offers, and onboarding. · Work with department leaders to identify staffing needs and develop appropriate recruitment strategies. · Develop and review of job descriptions and organizational structures. · Provide advice regarding compensation, qualifications, candidate selection, and employment conditions. · Support workforce planning and organizational development initiatives. Performance & Employee Development · Support managers in establishing clear performance expectations and addressing performance concerns. · Oversee employee performance review processes. · Assist with identifying training, development, and professional growth opportunities. · Support initiatives that contribute to employee engagement, workplace culture, and retention. Compensation, Benefits & Records · Support the administration of employee compensation, benefits, vacation, leaves, and other employment programs. · Maintain accurate and confidential personnel records and ensure HR documentation is properly maintained. · Review compensation structures and wage information and provide recommendations where appropriate. · Work with benefits providers and employees to support effective benefits administration. Policy, Compliance & HR Advisory · Monitor changes to applicable employment legislation and advise GNN leadership on relevant requirements. · Ensure HR practices are consistent with applicable legislation, GNN policies, and established organizational practices. · Review and update HR policies, procedures, forms, and employment documentation as required. · Provide guidance on employment standards, workplace requirements, and other HR-related legislation. · Maintain current knowledge of HR practices, Indigenous workplace considerations, and employment-related developments. Organizational Support · Participate in GNN management and leadership meetings as required. · Work collaboratively with departments to support organizational priorities. · Contribute to organizational planning, policy development, and workplace initiatives. · Promote a respectful, professional, inclusive, and culturally aware workplace.