POSITION SUMMARY The Manager, People & Culture is a hands‑on HR professional who supports the day‑to‑day delivery of People & Culture services in a unionized community care environment. Reporting to the Director, People & Culture, this role provides practical support to leaders and employees across a range of HR activities, including employee and labour relations, policy interpretation, performance management, and the implementation of People & Culture programs and initiatives. This role also supports the Director, People & Culture with project design and the development of practical people initiatives that enhance organizational effectiveness and the employee experience. The Manager, People & Culture helps ensure support is consistent, responsive, and people‑centered across the organization and is well suited to someone who is resourceful, collaborative, creative, curious, and confident managing operational HR matters while exercising sound judgment in escalating more complex or high‑risk issues. Key Responsibilities Employee and Leader Support Provide day‑to‑day advice and guidance to leaders on employee relations, attendance, performance management, workplace conflict, and policy interpretation. Support leaders in addressing routine to moderately complex people issues in a timely, consistent, and practical way. Coach managers on the application of People & Culture policies, practices, and procedures. Support employee inquiries and concerns with professionalism, discretion, and sound judgment. Labour Relations Support Provide informed and practical guidance in a unionized environment on the interpretation and application of collective agreements, labour relations practices, and related People & Culture policies. Support the management of grievances, disciplinary matters, workplace investigations, and other labour relations issues, ensuring matters are handled consistently, thoroughly, and with appropriate regard for risk. Prepare documentation, case summaries, meeting materials, and correspondence to support effective issue management and resolution. Foster constructive relationships with union representatives and contribute to a respectful and collaborative labour relations environment. Monitor patterns and emerging issues in labour and employee relations matters and recommend improvements to support consistency, fairness, and operational effectiveness. Escalate complex, high‑risk, or precedent‑setting matters to the Director, People & Culture, as appropriate. People & Culture Programs and Operations Support the design and implementation of People & Culture programs, initiatives, and annual processes. Assist with policy development, policy updates, communication, and implementation. Help coordinate activities related to performance management, engagement, learning, and other People & Culture priorities. Maintain accurate documentation, records, templates, and process tools to support operational effectiveness. Contribute to a consistent and positive employee experience across People & Culture touchpoints. Organizational Development and Change Support Support practical organizational development initiatives related to team effectiveness, employee engagement, and leadership practices. Assist with the rollout of change initiatives, new processes, and People & Culture tools. Identify opportunities to improve processes, strengthen service delivery, and support organizational effectiveness. Contribute ideas and recommendations to improve People & Culture practices and programs. Project Support, Design, and Idea Generation Support the Director, People & Culture in the design, development, and implementation of People & Culture projects and initiatives. Contribute ideas, research, and practical recommendations to support new programs, process improvements, and employee‑focused solutions. Assist in shaping project plans, communication approaches, tools, and resources to support effective implementation. Bring creativity and initiative to brainstorming, problem solving, and the development of practical approaches to organizational needs. Collaborate on special projects that advance People & Culture priorities and improve the employee and leader experience. Bring curiosity to understanding workplace issues and identifying root causes. Apply creativity in finding practical, people‑centered solutions to day‑to‑day challenges. Stay current on employment legislation, labour relations practices, and relevant HR trends. Demonstrate a commitment to continuous learning and ongoing professional development. Qualifications University degree in Human Resources, Industrial Relations, Business, or a related field. CHRP designation required; CHRL considered an asset. Minimum 5 years of progressive HR experience. Experience working in a unionized environment is required. Experience in community care, health care, social services, or another service‑based environment is preferred. Working knowledge of employment legislation, human rights, labour relations principles, and HR best practices. Experience supporting employee relations matters, performance management, and policy interpretation. Strong communication, interpersonal, and organizational skills. Ability to manage multiple priorities and work effectively in a fast‑paced environment. Equity, Diversity and Inclusion Commitment Statement At Nucleus, we view our diversity as our strength. We know that the unique perspectives of our clients, caregivers and staff contribute to a better environment for all. We are committed to listening, learning and amplifying the voices that will help make us be more inclusive and become better informed to serve our communities. We embrace diversity, choose equity and action inclusion. #J-18808-Ljbffr