Bilingual Human Resources Manager (English and French)

Company Description Dedicated to telling stories and creating experiences, Indigo is always looking for bright, energetic and customer-focused people who can help bring our exciting mission to life in one of our more than 170 Indigo, Indigospirit, Chapters and Coles stores across Canada. We offer a variety of exciting opportunities at our retail stores, distribution centres, and home office for people who share our passions and want to be part of a dynamic and enriching culture. WHO WE ARE We love books and all things beautiful We are Canada’s Cultural Department Store Books are our heart and our soul and Great Books are JUST the Beginning… We play by the following rules: We exist to add joy to our customers’ lives each and every time they interact with us and our products Our job is to create joyful moments for our customers We treat each other the way we’d treat a valued friend We inspire each other to do our best work We seek to ignite creativity and innovation every day We give back to the communities in which we operate Job Description As a strategic business partner to the business, the Manager of Human Resources (“HRM”) supports the achievement of brand and financial goals by influencing and advising how to maximize our greatest asset, our people. The HRM is an ambassador of people management practices and a driver of change who leverages their influence and partnership skills to enhance Indigo’s high-performance culture. KEY PERFORMANCE METRICS Client Satisfaction Internal to External hiring ratio Percentage of High Performance/High Potential Employees Turnover rate of High Performance/High Potential employees Document accuracy and timeliness KEY ACCOUNTABILITIES Functional Effectively balances business partner responsibility with employee advocacy and builds a positive employee relations culture and work environment. Use sound judgement, people and business acumen and practical experience to support the development and implementation of initiatives such as organizational design, change and communication strategies. Plays a leadership role in recognizing barriers to success and driving proactive solutions that support building a high-performance environment with a focus on coaching and mentoring leaders, performance consulting and guidance on building a talent pipeline for high-impact people to be successful Coaches’ leaders on strategy development to retain and develop high-performance employees through Talent Management practices Provides subject matter expertise and empowers leaders by coaching them to manage people challenges and employee conflict confidently Recommend creative solutions to complex situations you may not have encountered before – even if it goes against the grain. Creates an environment where employees can freely and openly express their ideas, opinions, and beliefs Sets the example for others by voicing their opinion, contrary or otherwise Values and demonstrates a commitment to diversity and inclusion; addresses all diversity matters appropriately and escalates to senior leaders. Establish annual goals and priorities by diagnosing client needs and influencing the direction for new or revised Talent programs, services or workflows based on the department’s long-term strategy Build high trust and impactful relationships with employees and leaders at all levels.  Acts as a change agent, leader, and culture steward by preparing Leaders to understand and support their teams through medium to large-scale change initiatives. Leads the development and implementation of legislative compliance, including policy development Maintain knowledge of industry trends and make recommendations to HR Senior Leadership for improvement of the organization’s HR policies, procedures and practices, ensuring regulatory compliance. Supports the implementation, execution, and post-program support of CEO initiatives/programs throughout the fiscal year Collaborates with and synthesizes information from various internal partners to help evaluate the effectiveness of people practices and makes recommendations for improvement Educate and train leaders on the interpretation of negotiated collective agreements, ensure compliance with the collective agreement and organizational policy and support the grievance-handling process Ensure the completion of team deliverables and set/adhere to team budgets, as applicable. Act as an advocate for the customer by placing them at the forefront of all design and decision-making processes. People Build strong teams by attracting and developing the best talent Bring out the best in others, empower and constructively stretch talent Give authentic feedback on performance and potential Ensure all team members understand where they stand and have clear performance objectives aligned with Indigo and team goals Collaborate with others to drive flexible and iterative solutions quickly and easily Share technical knowledge with others and actively seek to learn from those more knowledgeable than yourself Help others see the impacts of their efforts and proactively engage other functions to get input Encourage others to freely share their point of view and be open to feedback Communicate appropriate context, standards, and prescribed limits for workstream team members Establish effective working relationships with cross-functional partners Builds and sustains a high-performing team who can deliver the work to meet performance goals Cultural Model Indigo’s beliefs and convey a positive image in everything you do Celebrate the diversity of thought and have an open mindset Take an active role in fostering a culture of continual learning, taking risks without the fear of making mistakes Embrace, champion, and influence change through your team and/or the organization SCOPE Reports to: Director, Human Resources KEY RELATIONSHIPS Internal: Interfaces and builds strong relationships with own client group, cross-functional client groups, the HR team, and the Internal Employment Counsel Cultivates and maintains collaborative professional relationships with internal or external Subject Matter Experts (SMEs) and analyzes learning and performance needs of the business/function. External: HR Programs vendors, consultants, suppliers  External Counsel Governmental Agencies Qualifications Work Experience / Education / Certifications Competencies / Skills / Attributes Experience working as a strategic Senior Business Partner to leaders and employees at all levels (min 3+ years) Minimum 3 or more years’ experience in Employment and Labour Relations matters with a concentration on Union Relations Ability to lead, develop and drive multiple, competing, and strategic priorities Someone who thrives on change in a fast paced, high growth and complex environment Passionate about coaching leaders through hands on and strategic input, discernment, and advice Strong leadership, relationship development and influencing skills Comfortable presenting complex business issues to leaders and executives in a clear and compelling manner Highly motivated self-starter, requiring little direction Strong analytical skills and an ability to problem solve complex issues with resourcefulness and creativity as required Knowledge of relevant employment and workplace legislation Experience working in a retail environment preferred HR Designation preferred Other (travel, Bilingual, etc.) Ability to travel up to 30%, with access to a reliable means of transportation Fluency in both French and English is required.