Human Resources Manager

Job title: Human Resources Manager

Department: Core

Reports to: Executive Director

Employment Status: Full-time; permanent

Hours of work: 8:30 a.m. to 4:30 p.m.

Issued: October 2025

Job purpose

Reporting to the Executive Director, you will provide the full suite of human resources and administrative functions, including recruitment and onboarding, employee accommodations, performance management, legislative compliance, AODA recordkeeping, and WSIB/RTW/disability support.

You will play an important role as a member of the CDCD senior management team, which places a high value on working collaboratively while maintaining confidentiality in assisting program managers, staff, placement students, and volunteers.

The Human Resources Manager contributes to the overall success of the organization by fostering centralized human resources functions in a positive, inclusive work environment that retains and attracts an inspired and high-performing workforce.

Company Overview

Community Development Council Durham (CDCD) is an independent, not-for-profit social planning organization that has been working to enhance the quality of life for individuals, families and communities in Durham for 55 years. We organize a variety of research, community development and social planning initiatives as well as administer and deliver front-line social service programs. Please visit us at www.cdcd.org for more information.

Duties and responsibilities

• Using client-centered, anti-oppression, anti-racism, trauma-informed, gender-based analysis plus+ and strength-based approaches, build relationships and establish rapport with existing community partners, vendors and staff.
• Maintain confidentiality and privacy protection measures for all staff, placement students, volunteers, clients and community partners.
• Promote a high-functioning teamwork environment that is inclusive, harmonious, cooperative, efficient and productive.
• Actively lead and promote a positive workplace culture through agency committee memberships – notably the Communications Committees.
• Assist with developing and implementing HR strategies and initiatives that align with CDCD’s overall strategic plan.
• Other duties as assigned by the Executive Director Employee Relations and Conflict Resolution:
• Work closely with the People Culture and Engagement (PCE) Manager to foster positive employee and management relationships by addressing workplace issues promptly, effectively, and compassionately.
• Using strong knowledge of HR policies and the ESA, advise and support program managers regarding performance management, disciplinary actions, terminations, staff accommodation, and AODA compliance.
• Utilize a shared HR system to track, monitor and follow up with all accommodations.
• Partner with the PCE Manager to investigate, mediate, and resolve internal conflicts, promoting positive staff relationships and strengthening communication between management and employees.
• Serve as a trusted advisor for managers and staff, providing guidance on workplace concerns.
• Lead conflict resolution processes with fairness, confidentiality, professionalism, empathy and compassion.
• Actively promote harmonious teamwork and an inclusive, cooperative work environment.
• Collaborate with external IDEA organizations to seek best practices that promote representation and belonging. Recruitment, Onboarding, Retention and Offboarding:
• Lead and oversee all recruitment processes, including internal/external job postings, preparation of interview materials, conducting interviews and reference checks.
• Utilize CDCD’s Attendance Management System to automate and further enhance efficiencies within the HR department.
• Partner with the PCE Manager on recruitment strategies to attract top talent.
• Utilize a shared HR system to collaborate with the PCE Manager to meet the department’s recruitment targets.
• Work with the PCE Manager to arrange new employee onboarding, orientation, and tours.
• Set up and deactivate alarm codes.
• Demonstrating a high level of attention to detail, utilize a shared HR system to track and monitor staff members' contract end dates and the signing of policies. Collaborate with the PCE Manager to ensure all staff members have active contracts and that their HR files are up-to-date.
• Contribute to the effective coordination of employee offboarding procedures.
• Collaborate with the Volunteer Coordinator to develop an agency-wide Student Placement Program, encompassing orientation and record-keeping procedures.
• Launch referral programs and retention strategies to strengthen employee and placement student engagement.

Performance Management and Development:

• Oversee and coordinate the probationary review process for new employees, supporting program managers to evaluate employee progress and identify development opportunities.
• Collaborate with program managers to create and implement clear, actionable workplans aligned with departmental, organizational and committee goals.
• Collaborate with Program Managers and the PCE Manager to identify underperforming and high-potential employees. Work with management to develop effective performance improvement plans, transition and succession plans.
• Provide guidance and support to management regarding Performance Improvement Plans (PIPs), ensuring consistency, fairness, and compliance with HR best practices.
• Coordinate and monitor the annual performance development planning process, assisting managers in setting measurable objectives and facilitating meaningful performance reviews.
• Offer resources, coaching, and support to management on performance management best practices, including goal-setting, feedback delivery, and performance documentation.

Policy Development and Compliance:

• Ensure compliance with labor laws, employment standards, Occupational Health and Safety Standards and CDCD policies.
• Utilize a shared HR system to maintain, update, and track staff acknowledgment of existing policies,
• Utilize a shared HR system to ensure regular board reviews of policies, incorporating HR- covered and legal input, and seeking approvals for agency policies.
• Conduct research and provide recommendations using HRCovered and other credible sources regarding employment legislation, particularly regarding accommodations and compliance.
• In consultation with the Joint Health & Safety Committee, investigate reported incidents promptly and offer recommendations and assistance where possible.

Strategic Initiatives and Organizational Development:

• Assist with the development and implementation of HR strategies aligned with CDCD’s overall strategic plan.
• Participate actively in strategic planning, problem-solving, and conflict resolution.
• Assess organizational training needs (e.g., AODA) and collaborate with the PCE Manager to coordinate training delivery and development as necessary.
• Support change management efforts, guiding management and employees through transitions and new processes
• Collaborate with leadership to enhance internal communication, fostering open and transparent dialogue.
• Working with a diverse workforce, demonstrate cultural awareness and actively contribute to creating an inclusive workplace.

Organizational Agility & Change Management

• With a strong understanding and appreciation of CDCD’s work culture, lead change management initiatives, helping employees adapt to organizational shifts.
• Develop communication plans and training to support smooth transitions.
• Introduce agility strategies to ensure the organization remains responsive and adaptable.
• Using strong communication skills, provide coaching and support for managers in leading their teams through change. Communications, Branding, and Social Media:
• Co-chair the Communications Committee, reviewing and analyzing communication strategies, and adapting them to enhance CDCD’s visibility through print, social media, and web content by collaborating with the Social Media, Fundraising and Accessibility Committees.

Documentation, Reporting, and Systems:

• Demonstrate high integrity, maintain confidentiality and protect sensitive information for employees and placement students.
• Systematically maintain and update employee files and records (electronic, database, and hardcopy).
• Prepare and deliver monthly HR reports and HR Board metrics to senior leadership.

The job incumbent may be required to perform other duties as assigned.

Qualifications

• Degree in Human Resources Management, a CHRP designation or in progress is preferred
• Minimum of three (3) years professional experience in human resources in the non-profit sector, with an understanding of the Agency’s role as a support service provider and the issues that face a modern non-profit organization, is preferred
• Experience working with government and foundation funders will be considered an asset
• Demonstrated experience working with a management team in the development, implementation and management of an inclusive, multi-cultural environment
• Strong working knowledge of relevant legislation and its application to human resources
• Strong, clear and professional communication skills - verbal, written, presentation, and facilitative.
• Strategic, analytical, problem-solving, conflict resolution and organizational skills, with attention to detail and a sense of urgency
• Excellent proficiency in Microsoft Office (Word, Excel, PowerPoint)
• Strong systems acumen. Experience working with Payworks and SharePoint; strong command of AI solutions, HR software, and digital tools to streamline processes and enhance operational efficiency.
• A strong team player with the ability to work collaboratively or independently to achieve goals
• Strong ethical foundation, maintaining confidentiality and handling sensitive information with discretion.
• Ability to navigate complex interpersonal dynamics with empathy, self-awareness, and sound judgment, fostering a respectful and inclusive workplace culture.

Additional Requirements

• The HR Manager will work out of an office environment and will be required to lift up to 20 lbs.
• Prolonged sitting is required.
• The HR Manager will need to be flexible in the case of attending evening and/or weekend meetings and events as required.
• A valid Class G driver’s license and access to a reliable vehicle and insurance with the ability to work in a variety of settings.
• The successful candidate must provide an acceptable Vulnerable Sector Screening and certificate demonstrating proof of full vaccination against COVID-19 prior to commencing employment.
• The physical ability to function effectively in an environment that include normal office duties being carried out in an external setting.
• Required to travel for training, conferences, meetings, and committee meetings.

APPLICATION PROCESS: Applicants are requested to submit their resume and cover letter, outlining their strengths, experience, and aptitude to fulfill the position requirements as well as salary expectations for this role.

Please submit applications to Human Resources Manager at: https://communitydevelopmentcouncildurha.easyapply.co

CDCD thanks all applicants for their interest; however, only those asked for additional information and/or selected for an interview will be contacted.

CDCD is committed to providing equal opportunity to all employees. We strive to create a diverse and inclusive workplace that represents the cultural mosaic of the Durham Region and the communities we serve. We recognize the value that comes from the different viewpoints, unique experiences and diverse perspectives of our employees, who bring fresh, new ideas to our business. Diversity plays a key role in our ability to deliver our mission.

CDCD is strongly committed to diversity and inclusion within its community and encourages applications from Indigenous peoples, racialized persons/persons of colour, persons with disabilities, women, LGBTQ2S persons, and others who may contribute to fostering innovative ideas and solutions.

As an employer, CDCD has a duty to accommodate potential candidates throughout the hiring process in accordance with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act, 2005.