Human Resources Coordinator

Statement of Qualifications & Job Description




  • Post-Secondary education in Human Resources Management, Business Management, Psychology, or related field plus relevant experience
  • Ongoing learning specifically related to Human Resources (e.g. workshops, learning roundtables, networking, mentoring and other methods to remain up-to-date in the HR industry)
  • CHRP designation an asset




  • Post-Secondary education in Human Resources Management, Business Management, Psychology, or related field plus relevant experience
  • Ongoing learning specifically related to Human Resources (e.g. workshops, learning roundtables, networking, mentoring and other methods to remain up-to-date in the HR industry)
  • Experience in the implementation of human resources “best practices”, including developing programs and strategies in recruitment and retention, reward management, training and development, and organizational effectiveness
  • Experience executing HR practices adhering to the Employment Standards Act of BC and Alberta
  • Experience in a career management, employment services, or human services organization is preferred




Personal Suitability:

  1. Shows respect for diversity, and ability to work effectively and productively with diverse clientele
  2. Contributes as a team player and takes initiative
  3. Maintains comfort with change and learning; demonstrates a commitment to professional development
  4. Possesses awareness of one’s own capabilities and understanding of when to draw upon others’ expertise
  5. Demonstrates a positive attitude and professional conduct
  6. Strong understanding of confidentiality, managing confidential information and setting boundaries




Abilities and Skills

Ability to:

  1. Work flexibly and towards common goals within a team management structure
  2. Communicate effectively, orally and in writing, with broad range of stakeholders
  3. Develop new insights into solutions that result in organizational improvements; promote a work environment that fosters creative thinking, innovation and rational risk-taking
  4. Meet critical objectives while considering the impact of those decisions and activities on the ability to achieve long-term goals
  5. Build and maintain relationships that motivate, guide, and/or reinforce the performance of others toward goal accomplishments
  6. Coach managers and employees on planning, tracking, reviewing and enhancing performance as well as career planning and development
  7. Prepare and maintain detailed and confidential records; Handle confidential information with discretion and adhere to professional guidelines
  8. Work under pressure, manage competing priorities, meet deadlines
  9. Demonstrate proficiency in the use of Word, Excel, PowerPoint, Outlook and Internet applications



Knowledge of:

  1. HR methods and techniques and recent developments in the HR field
  2. Performance Management tools, methods and practices used to link the relationship between business goals and individual performance objectives, competencies, skills and knowledge
  3. Talent acquisition procedures (e.g. targeted interview process), including knowledge of procedures used to source, recruit and develop staff positions
  4. The Employment Standards Act of BC and Alberta and how it applies to the wide range of HR- and employment-related activities
  5. WorkSafe in BC and Alberta policies and procedures
  6. Human Rights principles in BC and Alberta





Reports to:  Deborah Bromley, CEO


The Human Resources Coordinator (HR) originates and leads company workforce in HR practices and objectives that will provide an employee-oriented, high performance culture emphasizing empowerment, quality, productivity, goal attainment, and the recruitment and ongoing development of a superior workforce within a Learning Organization.


The HR Coordinator coordinates implementation of services, policies, and programs; assists and advises company managers regarding HR issues. The HR Coordinator may, from time to time, have the opportunity to provide coverage for other positions within the organization, as requested by the CEO. These activities promote a learning environment and contribute to organizational succession planning.




Organization Development

  • Seek, share and adopt ideas and best practices in and outside the company
  • Work with the Executive Team to implement operational plans related to HR, in service of the company’s strategic plan
  • Manage employee communication and feedback through such avenues as onboarding surveys, employee satisfaction surveys, exit interviews, and Intranet use
  • Monitor the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction
  • Keep the CEO, Executive and Management teams informed of significant problems that jeopardize the achievement of company goals

Employment and Employee Relations

  • Lead the recruitment, screening, testing, interviewing, and reference checking of job applicants;
  • Lead/participate in leadership recruiting process
  • Create/update Job Descriptions/Statement of Qualifications as required
  • Review Job Postings on an as-needed basis
  • Provide assistance to Managers in the recruitment of staff for programs
  • Work with Executives and Managers to ensure position openings are posted on all relevant sites and within local communities
  • Propose strategies and techniques to attract high quality candidates and motivate talented employees to remain and excel at ETHOS including the development of videos for recruitment
  • Review all Employment Offers and Employee Contracts
  • Create, update and promote the use of performance expectations agreements with all new staff and targeted performance agreements with existing staff
  • Develop, update and implement HR policies, procedures and practices that enable management and employees to work effectively in a multi-site, multi-project setting
  • Educate managers and employees on HR policies, plans, programs, practices, processes, and tools (e.g. compensation, performance evaluations, progressive discipline, leave requests)
  • Determine and recommend HR practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Conduct investigations when employee complaints or concerns are brought forth
  • Monitor and advise managers and supervisors in performance evaluation and progressive discipline procedures; monitor the implementation of a performance improvement process with employees needing improvement and/or not meeting results
  • Review/guide management recommendations for employment terminations
  • Maintain complete and confidential personnel files

Compensation and Benefits

  • Make recommendations for wage and salary structure within the company
  • Lead competitive market research to establish pay practices that help to recruit and retain superior staff
  • Monitor pay practices and systems for effectiveness and cost containment
  • Ensure ETHOS obtains information from at least one comprehensive salary survey per year (e.g. ASPECT)
  • In collaboration with Finance, recommend changes in employee benefits, especially those benefits aimed at employee satisfaction and retention

Employee Orientation, Training and Development

  • Develop and maintain comprehensive new employee onboarding plan
  • Using the Learning Management System (LMS) coordinate delivery of HR Training for Management Team as part of ETHOS Excellence in Leadership Series; including workshops, manuals, surveys and forms
  • Lead the refinement and implementation of the performance management system including goal-oriented performance plans
  • Advise and assist Management Team with succession management/ leadership development activities
  • Promote the use of Learning & Development plans throughout ETHOS

Human Resources Information Systems (HRIS)

  • Track, collate and analyze selected HR Metrics data in order to measure the effectiveness of HR practices, identify trends, and make adjustments or recommendations where necessary; provide HR Metrics analysis summary and recommendation reports to CEO
  • Work with the Manager of IT to manage the development and maintenance of the HR sections of the ETHOS website (e.g. “Careers at ETHOS” sections) and Intranet site, particularly recruiting, culture and company information