Director of People and Culture
Application deadline: Wednesday, May 10th at 5pm EST with rolling applications thereafter, if required.
Position type: full-time, permanent, 37.5 hours/week
Intended start date: mid/ end of May
Location: Montreal, QC (flexible in-office and remote work)
To Apply: Please submit a resume and a cover letter through our Careers Page, with attention to the Hiring Committee, Samantha Reusch, Executive Director.
We thank everyone for applying - only those selected for an interview will be contacted.
Why You’ll Want to Work Here:
Apathy is Boring is a unique youth-led environment, driven by experimentation and challenging the status quo. This means that we value everyone’s ideas and feedback at every level of the organization, and we’re constantly open to listening, learning, and doing better. We are committed to supporting you in your role, and we work to create a genuinely caring and supportive work environment for all.
You might also like to know that we provide:
75% Employer paid group health benefits (starting after 3 months)
4 weeks of vacation (2 weeks in December, and 2 weeks of the employee’s choice)
Flexible working hours: we say that 37.5 hours per week is the ceiling!
Perks like: phone & data plan being subsidized, weekly staff lunches - yes, even for remote staff, and flexible work-from-home arrangements
Professional development stipend every year for continued learning and growth
About the Position
Reporting to the Executive Director and a member of the Director Team, the Director of People and Culture is responsible for leading Apathy is Boring’s HR department, including ensuring the delivery of all associated tasks and management of related budgets. With the support of the E.D., they are tasked with strategically directing and overseeing Apathy is Boring’s People and Culture strategy and guiding the organization to fulfill its values related to staff development, diversity, equity, and inclusion, workplace administration (including compliance and benefits), and ensure a healthy and fulfilling environment for all staff.
Apathy is Boring has scaled significantly in terms of organization size over the last five years. Additionally, due to the nature of our programming and work, we have team members located across Canada. The combination of a largely remote team and the changes over the last five years means that we are still articulating and developing the necessary policies, practices, and strategy. A successful candidate for this role would be someone who is interested in growing with us and has a keen eye for opportunities to support a diverse staff team and our work in a dynamic environment.
As a democracy organization, Apathy is Boring is committed to creating an environment that is inclusive, promotes learning, and understands barriers to participation in a deep way. Culturally, we promote on-the-job learning and place a priority on providing opportunities for professional development both individually and as part of the team.
The Director of People and Culture will be expected to provide strategic guidance, support, and counsel to other members of the Director team, the Executive Director and, on occasion, the Board of Directors, regarding the strategic alignment of initiatives, partnerships, and projects with Apathy is Boring’s People and Culture and management goals as well as the organization’s broader fiduciary, legal, financial, and compliance obligations.
Human Resources Strategy
Direct and implement punctual reports, analyses, and review of internal HR needs using various data collection tools and methods.
With the support of the Executive Director, elaborate and update People and Culture Strategy on an ongoing basis to outline priorities, opportunities, goals of internal management and staff development.
Collaborate with the Director team to assure department-specific needs are reflected in broader HR strategy and approach
Ensure that diversity, equity, and inclusion frameworks are incorporated into all aspects of the Apathy is Boring People Management strategy design and implementation.
Create and implement process, procedures, and policies for the organization as needed, including onboarding materials, employee handbooks, supervisor manuals and other relevant documents.
Regularly review, edit, and update process, procedures, and policies, ensuring proper filing and accessibility of all material to the organization.
Provide regular updates and staff-wide trainings as needed.
Collaborate with the Director of Communications on a regular basis regarding internal communications.
Staff and Management Support
Ensure staff are well-supported regarding various HR-related topics including benefits, compensation, supervisor support, conflict navigation and work-life balance.
Ensure staff are familiar with and trained on all relevant HR policies including the personnel and grievance policies.
Maintain and ensure access to resources and tools to guide and coach supervisors on people management strategies and techniques including performance management.
Enhance job satisfaction by creating, applying and maintaining systems, processes, and policies that ensure staff issues are resolved promptly and with care.
Oversee all benefits, compensation, and labour compliance requirements, administration, and filings.
Oversee bi-weekly payroll process and ensure all deadlines are met.
Recruitment and Growth Management
Ensure that hiring managers have sufficient support through tools, resources, and systems to recruit, hire, and onboard prospective staff.
In collaboration with the Executive Director and Director Team, oversee the organizational chart and ensure periodic reviews of structure in reference to the organizational needs.
Direct, with the support of the HR Coordinator, the hiring process and support hiring managers.
Department Management and Oversight
Ensure the achievement of expected timelines and deliverables, and the efficient use of human and practical resources.
Collaborate and communicate with management team related to all staff and culture-related priorities to ensure cross-departmental alignment.
Oversee department budget and ensure all financial spending goals are met.
Take part in weekly check-ins with the Executive Director.
Manage, support and evaluate direct reports (HR Coordinator) and provide mentorship and training including through performance reviews.
Ensure all HR procedures and policies are followed within the department.
Participate in all-staff meetings and all leadership meetings.
Participate in team-building activities and team-wide training.
Ensure all HR records are maintained and stored appropriately.
Ensure consistent communication through email, Slack, and other communication channels.
Manage meetings, schedule, tasks, and calendar.
Track hours and overtime.
What you’ll need
2-3 years experience as HR Generalist plus demonstrated management experience
Completed HR training or educational program (college or university) OR
BSc/BA in Business administration or relevant field OR
5+ years experience in a comparable role without relevant degree
Good knowledge of employment/ labour laws, norms, and practices.
Excellent communication and people skills
Aptitude in problem-solving, creative thinking
Knowledge of anti-discrimination, diversity, equity, and inclusion approaches to HR
HRCP certification an Asset
Bilingualism (French and English)
Conflict resolution and/or Anti-Oppression training completion an asset
Proven experience as an HR Payroll Administrator, HR Generalist or HR Recruiter
Understanding of general human resources policies and procedures in the dynamic environment of the non-profit sector including a sense of funder and compliance including fiduciary, governance, and legal requirements.
Outstanding knowledge of MS Office; HRIS systems (e.g. ADP) will be a plus
Desire to work as a team with a result driven approach
Strong technical skills, including written and editing ability – must be able to communicate in written and verbal contexts to a diverse largely remote team.
Strong collaboration skills and ability to adapt to changing environments
If this sounds like it could be you, please apply!
Accessibility and Equity Statement
Apathy is Boring is committed to recognizing, celebrating, and uplifting the diverse experiences that young people live everyday. It’s critical that our staff team reflects the identities and experiences of the youth audiences we connect with daily. We encourage all qualified and curious applicants to apply, including and especially Indigenous people, Black people, and people of colour, folks in the 2SLGBTQIA+ community and people with disabilities. If you’ve got an internet connection and a passion for engaging with other young people, we want to hear from you!
We value the opportunity to keep doing better; please reach out if you require any accommodations in this hiring process and we’ll do our best to meet you where you’re at. You can contact the Human Resources Coordinator regarding accommodations during the interview process.
Please Note: WorkInNonProfits.ca is not affiliated with and in no way endorses or vets the organization that posted this job. Any links posted within the job will take you to their external site where the same disclaimer applies.
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