Senior Manager, People & Culture

• Lead, develop, and oversee a team of three HR professionals, fostering accountability, service excellence, and continuous improvement.
• Act as a trusted operational partner to leadership and business stakeholders, aligning people & culture service delivery with organizational priorities.
• Elevate the employee and manager experience by simplifying, automating, and standardizing P&C administrative processes.
• Strengthen knowledge management by overseeing the development of P&C training resources, documentation, and self-service tools.

• Partners with business leaders and managers, demonstrating strong business acumen and a bias for outcomes. Prioritize what matters most and convert People strategy into clear, practical actions that support business performance.
• Strategic partnering and organizational effectiveness
• Act as a trusted adviser to leadership by aligning people plans to business objectives and driving measurable value through workforce planning, talent decisions, and organizational effectiveness.
• Support leaders with organizational planning (headcount, structure, critical roles, succession risk) and shape fit-for-purpose organizational structures.
• Champion an P&C culture of business partnership across 4 separate corporate entities.
• Provide guidance to Leaders, Managers and Employees on a variety of HR issues including but not limited to employment law, Dream P&C policies, procedures and programs, performance management, progressive discipline process, attendance management, employee concerns, department structure

• Coach senior leaders and people managers on high-quality people leadership practices including performance management, feedback, role clarity, accountability, and building inclusive, high-performing teams.
• Drive consistent, high-impact delivery of cyclical talent programs (for example, performance and development cycles)
• Design, implement and support P&C-related programs across teams, focused on areas such as disability management, reward and recognition, employee engagement, performance, succession etc.
• Design and facilitate manager and employee training sessions on programs as needed.
• Implement programs that increase employee engagement and retention.
• Oversight of the Dream Employee Handbook and provide recommendations for changes and improvements to better support Leaders, Managers and Employees.

• Lead employee relations matters by advising leaders and employees and ensuring processes are consistent, fair, well-documented, and jurisdiction-aware.
• Oversee (and, where appropriate, lead) complex casework such as investigations, performance risk, and reorganizations, partnering closely with external counsel as required.
• Maintain current knowledge of relevant Canadian employment legislation, regulations, and leading practice; translate requirements into scalable policies, leader guidance, and manager capability-building.

• Use People data and business context to generate insights and recommendations that help leaders make better decisions on hiring, retention, performance, engagement, and organizational health.

• Undergraduate degree or diploma, preferably in People & Culture Management;
• 12+ years’ experience as an HR Manager, in a high pace environment, multi divisional organization, with a focus on management coaching, employee relations and performance management;
• Demonstrated ability to operate as a strategic partner to senior leaders, translating business needs into practical people strategies and interventions (workforce planning, organizational design, leader coaching, performance);
• Proven change leadership capability in complex environments with competing priorities, ambiguity, and pace;
• Excellent stakeholder management and executive communication skills, with the ability to influence without authority;
• Deep experience leading employee relations matters with strong judgement, disciplined process, and a risk-aware approach;

Dream