Human Resources Manager

Position Summary

The Human Resources (HR) Manager provides both strategic leadership and hands-on support for the full range of HR functions at Roam Transit. Reporting to the Director, Finance and Administration, this role directly supervises the HR Generalist and has overall responsibility for the HR department as it continues to grow. The HR Manager is accountable for guiding HR policies, programs, and initiatives that foster a positive and inclusive workplace culture, ensure compliance with legislation, and align with organizational values and long-term goals. This position plays a critical role in supporting managers in effective people leadership, advising on complex employee matters, and driving HR strategies that enhance engagement, recognition, professional growth, and operational excellence. In a small, fast-paced team environment, the HR Manager is expected to balance high-level strategic responsibilities with direct involvement in recruitment, employee relations, performance management, and other core HR processes.

If working in a connected, fast paced environment in the Bow Valley sounds ideal to you, and if seeing your impact every day is a must, read on!

Responsibilities:

• Lead the design and delivery of HR initiatives across all functional areas—including employee relations, performance management, benefits, recruitment, and programs that enhance engagement, rewards, and recognition—ensuring alignment with organizational goals, policies, and best practices.


• Establish and maintain strong relationships with department managers to understand operational needs and provide coaching, guidance and strategic HR support.


• Provide hands-on leadership by partnering with the HR Generalist on high-volume or complex HR initiatives, ensuring operational deadlines are met and HR functions are delivered with consistency and efficiency.


• Drive the development, implementation, and continuous improvement of HR policies, procedures, and programs, aligning them with organizational values, HR best practices, and legislation.


• Ensure organizational compliance with Alberta Employment Standards, Human Rights legislation, and all other applicable employment laws.


• Support the development and administration of fair and competitive compensation and total rewards practices in alignment with Roam’s compensation strategy, organizational goals, and budgets.


• Lead and actively participate in employee relations and disciplinary matters, managing complex cases while guiding managers through appropriate actions, and ensuring fair, consistent, and compliant processes.


• Guide workforce planning, job evaluation, and succession planning initiatives to meet long term staffing needs and support sustainable organizational growth.


• Lead and participate directly in full-cycle recruitment, including job postings, candidate screening, interviewing, and job offer preparation, ensuring strategic alignment and inclusive hiring practices.


• Oversee and continuously improve the performance management process by providing managers with tools, resources, and guidance to ensure reviews are constructive, consistent, aligned with organizational goals, and drive employee growth and accountability.


• Oversee privacy and FOIP compliance across the organization and HR functions, ensuring all employee records, data management, and organizational practices meet legislative requirements and uphold confidentiality standards.


• Support organizational health and safety objectives by collaborating with the Manager, Safety & Training and serving as a member of the Health and Safety Committee to promote a culture of safety and wellbeing.


• Liaise with external HR consultants as needed to support compliance, resolve complex issues, and provide expertise on large projects or initiatives.


• Lead and deliver employee onboarding, offboarding, and orientation processes while supporting the development of HR related training and professional development initiatives in partnership with other departments to support employee growth and organizational goals.


• Design and implement employee engagement initiatives, such as surveys, wellness programs, and team building activities that foster a positive, inclusive, and engaging workplace culture.


• Advance employee rewards and recognition programs to celebrate achievements, reinforce values, and enhance motivation and engagement.


• Oversee staff housing programs, ensuring the HR Generalist is supported in day-to-day management and compliance with housing policies.


• Manage and lead HRIS administration and optimization, maintaining accurate records, generating reliable reports, and driving continuous improvement of HR processes to enhance efficiency, effectiveness, and the overall employee experience in alignment with organizational goals.


• Collect, analyze, and interpret HR data including, turnover, hiring, and engagement metrics to provide insights that inform decision-making and support the ongoing enhancement of HR strategies and programs.


• Oversee and coordinate WCB claims and related processes, ensuring compliance with legislation, timely reporting, and effective communication with employees, managers, and external stakeholders.


• Support the Director, Finance and Administration in preparing the annual HR budget by identifying staffing and program needs, estimating costs, and reviewing past data to inform planning and decision-making.

• Other related duties as required.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field is required; a master's degree is considered an asset (a combination of education and progressive HR experience will also be considered).


• CPHR designation or candidacy is preferred.


• 5+ years of progressive HR experience with exposure to all major functional areas of HR.


• Minimum of 3 years of HR leadership, management or supervisory experience.


• Experience in employee relations, conflict resolution, and disciplinary processes.


• Experience developing and applying HR policies, programs, and performance management practices.


• Experience using HRIS platforms and generating HR metrics to support decision-making.


• Experience supporting or leading workforce planning, job evaluation, and succession planning initiatives.


• Experience collaborating with senior leadership and external consultants on HR strategies and compliance matters.


• Experience with WCB claims management and privacy/FOIP compliance is an asset.


• Experience in housing or accommodations administration is considered an asset.

Knowledge, skills, and abilities :

• Comprehensive knowledge of Alberta Employment Standards, Human Rights Legislation, FOIP/Privacy requirements, and HR Best practice across recruitment, performance management, employee relations, compensation, and compliance.


• Strong people-leadership skills, with the ability to set clear expectations, delegate effectively, provide constructive feedback, foster accountability, recognize performance, and create an inclusive, supportive team environment.


• High level of professionalism, discretion, and integrity, with the ability to manage sensitive and confidential information appropriately.


• Highly organized, proactive, and skilled at prioritizing competing demands in a fast-paced environment, with the ability to remain flexible and adapt to changing needs.


• Detail-oriented, with the ability to maintain accurate and compliant employee records and documentation.


• Self-motivated and independent, with the ability to take initiative and work effectively with minimal supervision.


• Skilled in coaching and supporting managers on HR practices, including navigating employee relations, applying policies consistently, addressing performance concerns early, and building confidence in their leadership abilities.


• Exceptional communication skills, with the ability to listen with empathy, remain calm in challenging situations, and communicate clearly across all levels of the organization.


• Strong conflict resolution and de-escalation skills, with the ability to facilitate constructive outcomes in sensitive or complex situations.


• Knowledge of strategic workforce planning, succession planning, job evaluation, and policy development, with the ability to align practices with organizational goals and legislative requirements.


• In-depth knowledge of disciplinary best practices, with the ability to address workplace issues fairly, consistently, and in compliance with policy and legislation.


• Expertise in performance management practices, with the ability to design and sustain review processes that recognize achievements, identify growth opportunities, and promote continuous employee development and accountability.


• Strong strategic and analytical skills, with the ability to interpret HR data and organizational information, make sound decisions, and apply insights to strengthen HR programs and support long-term planning.


• Skilled in change management, with the ability to support employees and managers through transitions by maintaining engagement, fostering resilience, and reinforcing organizational alignment.


• Strong understanding of WCB processes and requirements, with the ability to apply legislation and organizational policies effectively.


• Technological proficiency, including HRIS platforms, Microsoft office applications, and the ability to quickly learn new systems and software.


• Committed to building an inclusive and engaging workplace culture that values recognition, supports employee wellbeing, and strengthens the overall employee experience while balancing organizational priorities.

What We Offer:

• A competitive annual salary between $85,000 - $95,000.


• Paid vacation, starting at 3 weeks per year.


• Extended Health and Dental Benefits, including an EFAP.


• $750 annual Health/Wellness Spending Account.


• Local Authorities Pension Plan (LAPP).


• Professional development support.


• A 35-hour work week, Monday to Friday.


• The opportunity to work for an organization that has a positive community impact.

This is a great opportunity to have a role with an impact in a beautiful location - we’d love to hear from candidates who live in (or are prepared to relocate to) the Bow Valley. Unfortunately, we are not able to consider applications from candidates elsewhere – this is an on-site role. We also require that candidates are legally entitled to work in Canada and will pass a police security clearance as conditions of employment. Thank you so much for your interest in Roam and in this role! Candidates selected for an interview will be contacted.