Team Lead, Human Resources

The Team Lead, Human Resources is responsible for supporting the delivery of Human Resources programs, services, and people initiatives across the organization. Reporting to the Manager, Human Resources, this role provides day-to-day leadership to the HR team while serving as a trusted advisor to leaders on workforce planning, recruitment, employee relations, performance management, compensation, organizational effectiveness, and employee engagement.This position is intended to provide a structured succession path into the Manager, Human Resources role. The successful candidate must be an experienced HR professional who is ready to operate at a management level, assume progressively greater responsibility, and provide continuity of HR leadership.The Team Lead will work closely with the Manager, Human Resources to develop a comprehensive understanding of the organization’s people strategy, HR operations, governance requirements, and leadership priorities. The position requires strong knowledge of employment and human rights legislation across multiple Canadian provinces, sound professional judgment, project management and execution, and demonstrated experience leading and developing an HR team.Duties & Responsibilities
HR Leadership and Succession
Work closely with the Manager, Human Resources, to support the execution of the organization’s people strategy and enterprise-wide priorities.Provide day-to-day leadership, direction, and support to the Human Resources team.Lead, coach, and develop HR team members, building capability and encouraging independent judgment and problem-solving.Assign and oversee HR team priorities, ensuring work is completed accurately, consistently, and within established timelines.Act as a key point of escalation for complex or sensitive HR matters.Provide leadership continuity during the Manager, Human Resources’ absence.Support the development and implementation of annual HR priorities, operational plans, and departmental objectives.Maintain a hands‑on role in HR operations while providing leadership and guidance to the team.Strategic HR Partnership
Develop strong partnerships with leaders across the organization to understand business priorities, workforce requirements, and organizational challenges.Provide practical and strategic HR advice that considers business needs, employee experience, legal requirements, organizational culture, and risk.Support workforce planning, organizational design, succession planning, and talent management initiatives.Translate business priorities into effective HR programs, processes, and solutions.Support organizational change initiatives and provide guidance to leaders throughout implementation.Identify emerging workforce risks, trends, and opportunities and recommend appropriate actions.Prepare HR updates, recommendations, and reports for senior leadership.Employee Relations
Provide guidance on complex employee relations matters, including investigations, performance concerns, disciplinary action, accommodations, workplace conflict, leaves of absence, and terminations.Coach leaders on addressing employee concerns promptly, consistently, and respectfully.Conduct or oversee workplace investigations and ensure findings and recommendations are appropriately documented.Ensure employee relations matters are handled in accordance with applicable legislation, organizational policies, and established HR practices.Identify trends in employee relations matters and recommend proactive solutions.Maintain accurate, objective, and confidential documentation regarding sensitive employee matters.Performance Management and Talent Development
Support the administration and ongoing improvement of the organization’s performance management framework.Coach leaders on performance expectations, feedback, goal setting, employee development, and performance improvement plans.Promote fair and consistent application of performance management practices.Support leadership development, succession planning, and employee development initiatives.Identify opportunities to strengthen leadership capability and overall organizational effectiveness.Recruitment and Workforce Planning
Provide leadership and oversight of full‑cycle recruitment activities.Partner with leaders to clarify workforce needs, position requirements, recruitment strategies, and selection processes.Ensure recruitment practices are timely, consistent, inclusive, and aligned with organizational objectives.Support recruitment for senior, specialized, or confidential positions.Review employment offers and related documentation to ensure accuracy, internal alignment, and appropriate approvals.Monitor recruitment activity and recommend improvements to the candidate and hiring manager experience.Compensation, Benefits, and HR Programs
Support the design, administration, and governance of compensation and benefits programs.Participate in annual compensation reviews, incentive programs, market assessments, and internal equity reviews.Provide guidance regarding job evaluation, compensation recommendations, promotions, and internal employee movement.Support the development, implementation, and ongoing evaluation of HR policies, programs, and practices.Ensure HR programs are administered consistently and in accordance with approved guidelines.Compliance, Governance, and Risk Management
Maintain strong working knowledge of applicable employment standards, human rights, occupational health and safety, privacy, accessibility, and related workplace legislation.Ensure HR policies, programs, and practices comply with applicable legislation, regulatory expectations, and internal governance requirements.Monitor legislative and regulatory developments and recommend required policy or process changes.Support the preparation of HR documentation and information required for audits, governance reviews, or regulatory reporting.Identify HR-related risks and recommend practical mitigation strategies.Ensure HR records and employee information are appropriately maintained, secured, and retained.HR Operations, Systems, and Reporting
Oversee the accuracy, consistency, and confidentiality of employee records and HR documentation.Support effective use and ongoing improvement of HR systems, workflows, reporting, and digital tools.Review HR data and prepare reports that support workforce planning and organizational decision‑making.Identify opportunities to streamline HR processes, reduce manual administration, and improve service delivery.Promote effective use of technology throughout the HR function.Ensure HR correspondence, employment documentation, reports, and communications are accurate and professionally prepared.Culture and Employee Experience
Champion Olympia’s values of Connection, Accountability, and Innovation.Promote Olympia’s motto, “With Us, It’s Personal,” in interactions with employees, leaders, clients, and business associates.Support employee engagement initiatives and actions arising from employee feedback.Promote a respectful, inclusive, accountable, and high‑performing workplace culture.Collaborate to identify opportunities to strengthen the overall employee experience.Perform other responsibilities and special projects as assigned by the Chief People Officer or executive leadership.Connection: Builds long‑term relationships by collaborating with clients and industry participants.Accountability: Is a trusted business partner who operates with transparency and integrity.Innovation: Leverages technology to continuously improve how we serve our customers.Adaptability: Adapts to changes and shifting priorities and is open to new ideas and responsibilities.Attention to Detail: Pays close attention to details to produce accurate work.Interpersonal Skills: Establishes professional working relationships, is flexible/adaptable, works well with others and solicits feedback.Job Knowledge: Understands facets of the job, is aware of duties and responsibilities, and keeps current with job knowledge.Productivity: Manages workload, works efficiently, and meets goals and objectives.Problem Solving: Understands what is causing a problem, finds solutions and knows when to elevate to leadership.Teamwork: Is accountable to the team, works to meet established deliverables, appreciates the views of team members, and is respectful.Formal Education & Experience
Bachelor’s degree in human resources, business, commerce, or a related fieldMinimum of 10 years of progressive Human Resources experience.Demonstrated experience previously leading, supervising, or managing an HR team.Experience working in a medium‑sized organization balancing both strategic and hands‑on HR activities.Experience providing strategic and operational HR advice to leaders.Demonstrated experience or strong interest in using HR technology, AI tools, and digital solutions to improve efficiency, enhance the employee experience, and support a modern, evolving HR function is considered an asset.Comprehensive experience managing complex employee relations matters.Strong knowledge of employment and human rights legislation across multiple Canadian provinces.Experience within a regulated, publicly traded, financial services, trust, banking, insurance, or similar environment is considered a strong asset.Experience supporting organizational change, succession planning, workforce planning, and HR process improvement is preferred.Specialized Skills & Knowledge
Advanced knowledge of Canadian employment legislation and contemporary HR practices.Strong change management, stakeholder management, and proactive communication skills.Strong employee relations, investigation, performance management, and conflict‑resolution skills.Demonstrated ability to assess risk and provide balanced, practical recommendations.Strong leadership, coaching, and team‑development capabilities.Flexible and adaptable, with the ability to adjust priorities and approaches to evolving business needs.Excellent written and verbal communication skills.Strong organizational and project‑management skills.Ability to manage multiple priorities and sensitive matters with accuracy and discretion.Strong analytical skills and the ability to interpret HR data and workforce trends.High level of comfort with HR systems, reporting tools, digital workflows, and evolving technology.Ability to work effectively with senior leaders and communicate recommendations confidently.Successful completion of a criminal background check is required.Reports to: Manager, Human ResourcesEmployment Type: Full‑Time, On‑sitePlease note that employment is conditional upon the successful completion of a criminal background check and employment verification. Additional screening may be required depending on the role, and from time to time at Olympia’s sole discretion.
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