Senior Manager, People & Culture

About the Department:

ThePeople&CultureDepartment at Islamic Relief Canada(IRC)strives to create a work environment that fosters collaborationinnovationand excellence. We are dedicated to creating a positive inclusive and productive workplace culture ensuring that all employees feel valued and supported.We handle a wide range ofpeoplefunctions including recruitment and onboarding employee relations and engagement training and development performance management and compliance withlabourlaws and regulations.

By joining ourPeople&Cultureteam you will be part of a collaborative and supportive environment where your contributions directlyimpactthe well-being and success of our staff enabling us tobetterserve the most vulnerable communities around the world.

Job Purpose:

Islamic Relief Canada isseekinga dynamic and experiencedSenior ManagerPeople&Culturetosupportour effortsinmaintaininga people-first culture and strong HR foundations. This roleisakeyleadership position focused on creating an inclusive engaged and high-performing workplacethat is rooted in IRCs values of sincerity compassion social justice custodianship and excellence.

Reporting to the CFO theSenior ManagerPeople&Culturewill overseecriticalaspects ofourpeopleoperations fromrecruitmentandresourcingtostaffwellbeing andengagement.This rolewill also supportIRCs senior leadership team (SLT)providinginputs forstrategic decision-makingfor the organization.

The ideal candidate will havestrong experiencewithpeople and cultureanda passion forhumanitarian work.This position offers the opportunity to make a meaningful impact bysupporting IRCs staff basetodrive the organizations mission of transforming lives around the world.

Essential Duties & Responsibilities:

StrategySupportandLeadership

• Working alongside the CFO translateorganizationalstrategyintoactionablePeople & Culturegoals and measurable outcomes

• Provideleadership with People & Culture insights to support strategy andfunctional planning

• Supportchange management efforts withcompassioncommunicationand clarity

• Contribute toorganization-wide strategy discussions where neededwith a people-focused lens

Culture and Employee Engagement

• Upholdtheorganizationsmissionvision andvalues andembed them into day-to-day operations

• Lead initiatives to strengthenemployeeengagement collaboration andcommonpurpose

• Keep a pulse onstaff morale throughvarious channelsto feed back to leadership team membersand act on emerging trends

• Lead by example and promote open communication andvalues-driven decision-making

Team Management and Cross-Team Collaboration

• Promote a one-team mindset across departmentsparticipatein cross-functionalinitiativesandprovidepeople insights

• Collaborate with other departments to developpeoplestrategies align goals and support organizational objectives

• Foster a collaborative and high-performance culture within thePeople & Cultureteam promoting effective communication teamwork and accountability

• Provide leadership mentorship and development opportunities to thePeople & Cultureteam

• Set performanceobjectives provide regular feedback and support professional growth

TalentAcquisition and Retention

• Operationalizetalent strategies to attract develop andretaindiverse talent

• Support long-term workforce planning in collaborationwith SLT

• Develop succession plans for key roles and implement retention strategies for high-potential staff

• Managerecruitment performance and compensation programs

Operational Oversight

• OverseeHR operations with a people-centric lensandhold accountabilityfor HR service delivery and standards

• Ensure consistency and equity across benefit plans and compensation structures

• Oversee compensation strategy and conduct regular reviews to ensure fairness and competitivenessin pay

• Support in development and implementation ofperformance managementstrategies

• Lead implementationand continuous improvementof learning and development frameworkfor staff including technical training leadership development and mentorship

• Leadbudgeting forecasting and reporting for staffing and people programs

• Ensure compliance with policies andregulations and keep abreast of legislative changes

Qualifications & Competencies

Experience:

• Post-secondary education in Human Resources Organizational Development Business Administration orrelatedfield; CHRP/CHRL/CHRE designation (or eligibility)isan asset.

• 6-8 years of progressive experience inPeople & Culture including leadership of HR teams and people functions

• Demonstrated experience in culture-buildingandorganizational development

• Strong knowledge of Canadian employment legislation including ESA OHSA human rights AODA privacy and relatedlabourstandards

• Experience developing and managing compensation structures performance management systems and learning and development programs

• Comfortable using HR systems anddatato guide decisionsidentifytrends and measure impact

• ExperienceusingHRIS platforms like Workday

KnowledgeSkillsand Attributes:

• Strong communicator with emotional intelligence to build trust and collaborate across levels of the organization

• Ability to translate organizational priorities into actionable people strategies

• Soundjudgmentandability to navigate sensitive situations with discretion

• Strong project management organizational and problem-solving abilities

• Leadership and team managementcapabilitiesexperiencebuilding and developing high-performing teams

• Continuous improvement mindset witha track recordof process improvement

• Demonstrated commitment to inclusion equity and values-driven culture development

• Alignment with Companys mission and values of sincerity compassion social justice custodianship and excellence