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Ross Memorial Hospital

Manager, Human Resources

Kawartha Lakes, ON, Canada
Lindsay, ON, Canada

$56.587 - $61.834/Hour · Full-time

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Job details

Pay: $56.587 - $61.834/Hour
Job type: Full-time
Apply by: Nov 8, 2026
Posting language: English
Posted: Oct 7, 2026

Original job description

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Job Number

J1026-0223

Job Title

Manager, Human Resources

Job Type

Permanent Full Time

Union

Non-Union

City, Province, Country

Lindsay, Ontario, Canada

Department

Human Resources

Open Positions

1

Date Posted

October 7, 2026

Closing Date

October 13, 2026

Salary

$56.587 - $61.834/Hour

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Ross Memorial Hospital (RMH) is an active, acute-care community hospital located in the heart of the City of Kawartha Lakes. Among our acute and continuing care services, our team cares for 45,000 patients per year in the 24/7/365 emergency department, provides orthopedics and ophthalmology, operates a dialysis unit, and is renowned for its mental health programs and restorative seniors care. The Ross family takes pride in providing compassionate, quality patient care.

Position Summary

Make a Difference. Lead with Purpose. Support the People Who Deliver Care.

Ross Memorial Hospital is seeking an experienced and highly motivated HR Manager to join our Human Resources team. This is an exciting opportunity for a practical, hands-on HR professional who thrives in a fast-paced healthcare environment and enjoys working directly with leaders and employees to solve complex workplace issues.

The HR Manager will provide HR leadership and advisory support to an assigned portfolio of clinical and corporate departments while also providing operational oversight to HR Consultants, HR support staff, and Scheduling. This role offers a unique opportunity to combine hands-on employee and labour relations expertise with operational HR leadership, program management, and continuous improvement.

The Opportunity

As a Trusted HR Advisor, You Will Work Closely With Managers And Leaders To Provide Practical Guidance On a Broad Range Of Human Resources Matters, Including

Employee and labour relations
Performance management and progressive discipline
Attendance management
Workplace accommodations
Workplace investigations and conflict resolution
Collective agreement interpretation and application
Recruitment and workforce planning
Organizational change
Staffing and retention challenges
Employment legislation and HR policies

You will also provide day-to-day leadership and direction to HR Consultants, HR support staff, and Scheduling, helping to ensure that HR services are responsive, consistent, and aligned with organizational priorities.

This is a hands-on leadership role. You will not simply provide oversight - you will be actively involved in resolving complex employee issues, supporting managers, participating in labour relations matters, improving processes, and stepping in to support the team when operational demands require it.

What You’ll Do

HR Advisory & Business Partnership

Provide hands-on HR advice and support to an assigned portfolio of clinical and corporate departments.
Coach managers through employee relations, performance, attendance, accommodation, workplace conflict, and other employee issues.
Interpret and apply collective agreements, Hospital policies, employment legislation, and HR practices.
Support recruitment, workforce planning, organizational changes, retention, and staffing initiatives.
Help leaders identify workforce challenges and develop practical, timely solutions.

Labour & Employee Relations

Provide day-to-day labour relations support to managers and leaders.
Advise on grievances, complaints, discipline, investigations, accommodation, attendance management, and other unionized employee matters.
Participate in meetings with employees and union representatives.
Participate in grievance, mediation, arbitration, and collective bargaining processes.
Conduct and/or support workplace investigations and prepare appropriate documentation.
Partner with the Senior Director, Human Resources on complex or high-risk matters.

Operational HR Leadership

Provide day-to-day leadership, direction, and coaching to HR Consultants, HR support staff, and Scheduling.
Monitor workloads, priorities, service levels, and timelines.
Ensure consistent HR processes, documentation, and service standards.
Identify operational gaps and implement improvements that increase efficiency and effectiveness.
Develop tools, templates, procedures, and processes that simplify work and improve consistency.
Provide hands-on support during periods of high workload, complex employee matters, or organizational change.

Scheduling & Workforce Operations

Provide operational oversight of the Scheduling function in collaboration with the Scheduling Supervisor.
Work with Scheduling staff and operational leaders to support effective workforce scheduling.
Ensure scheduling practices align with collective agreements, Hospital policies, staffing requirements, and operational needs.
In collaboration with the Senior Director, Human Resources, support optimization of scheduling and workforce management systems.
Work collaboratively with Payroll, Finance, HR, and operational leaders to address scheduling, timekeeping, overtime, and workforce issues.

HR Programs & Services

Provide operational oversight and administration of a variety of HR programs and services, including:

Education Fund and reimbursement processes
Educational leaves
Student and co-op placements
HR orientation and onboarding
Employee recognition and engagement initiatives
Attendance management processes
HR reporting and tracking
Other HR programs, projects, and initiatives

Continuous Improvement & HR Operations

Use HR data and workforce metrics to identify trends, risks, and opportunities.
Monitor indicators such as turnover, absenteeism, overtime, vacancies, and recruitment activity and support improvement initiatives under the direction of the Senior Director, Human Resources.
Identify opportunities to streamline processes, eliminate unnecessary administrative work, and improve service delivery.
Lead or participate in Lean and continuous improvement initiatives.
Support the implementation and optimization of HR technology and systems.
Develop and improve HR policies, procedures, forms, tools, and processes.
Support accurate and timely HR reporting and documentation.

Why Join Ross Memorial Hospital?

At Ross Memorial Hospital, Human Resources plays an important role in supporting the people who provide care to our community. This position offers the opportunity to make a meaningful impact - not only through individual employee and labour relations matters, but also by improving HR processes, strengthening leadership capability, and supporting a positive employee experience.

If you are looking for an HR leadership role where you can roll up your sleeves, work directly with leaders, lead a strong HR team, solve real operational challenges, and make a difference, we would like to hear from you.

Join Ross Memorial Hospital and help us build an HR service that is practical, responsive, innovative, and focused on our people.

Essential Qualifications

What You Bring

You are an experienced HR professional who understands that effective HR leadership means being both strategic and operational. You are comfortable sitting with a manager to work through a difficult employee issue, meeting with a union representative to discuss a grievance, supporting your HR team through competing priorities, and identifying a better way of doing the work.

You Bring

A university degree in Human Resources, Business Administration, Industrial Relations, or a related discipline.
A minimum of eight (8) years of progressive HR experience, preferably within a complex, unionized healthcare, or public-sector environment.
A minimum of two (2) years of supervisory or management experience leading or overseeing an HR team.
Strong experience providing hands-on HR advisory and labour relations support to managers.
Demonstrated experience interpreting and applying collective agreements and employment legislation.
Experience managing employee relations matters, including investigations, discipline, attendance management, accommodation, and performance management.
Experience providing leadership, direction, and coaching to HR professionals and administrative staff.
Experience with HR information systems and workforce scheduling systems; experience with UKG WFN and Virtuo is an asset.
Experience administering HR programs and managing operational HR processes.
Experience with process improvement, project management, Just Culture, and Lean methodologies is an asset.

What Makes You Successful

You Are

A practical problem solver. You understand operational realities and translate HR requirements into solutions that work for managers, employees, and the organization.

A confident HR advisor. You can provide clear, credible advice - even when the conversation is difficult or the issue is complex.

A people leader. You provide direction and coaching while maintaining accountability for service, quality, and results.

A relationship builder. You develop strong, respectful relationships with leaders, employees, unions, and internal partners.

A strong communicator. You communicate clearly and professionally and can navigate sensitive and challenging conversations with confidence.

A continuous improvement thinker. You look for opportunities to simplify, standardize, automate, and improve HR processes and service delivery.

A strong collaborator. You know when to work independently, when to bring others to the table, and when to escalate a complex or high-risk issue.

Adaptable and organized. You are comfortable balancing immediate operational needs with longer-term HR priorities and can effectively manage competing demands.

Trusted and discreet. You demonstrate sound judgment and maintain a high degree of confidentiality and professionalism when handling sensitive employee and organizational information.

Preferred Qualifications

CHRP/CHRL designation, or working toward designation

Hours of Work

Must be available days Monday to Friday.

Employment Equity

Ross Memorial Hospital is committed to meeting the needs of persons with disabilities. Accommodation will be provided throughout the hiring process at the request of the applicant.

Employees must meet expectations for appropriate, respectful and professional conduct, as set out in the RMH Code of Conduct.

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More about this job

Responsibilities

Provide hands-on HR advice and labour relations support to clinical and corporate departments, including guidance on employee issues, collective agreements, investigations, and workforce planning. Lead HR consultants, support staff, and scheduling operations while overseeing HR programs, improving processes, and supporting workforce systems and reporting.

Requirements

Requires a university degree in Human Resources, Business Administration, Industrial Relations, or a related discipline, at least eight years of progressive HR experience, and at least two years of supervisory or management experience. Candidates should have strong hands-on employee and labour relations experience, collective agreement and employment legislation knowledge, and experience leading HR staff; CHRP/CHRL designation is preferred.

Skills

Human Resources Advisory
Employee Relations
Labour Relations
Collective Agreement Interpretation
Employment Legislation
Workplace Investigations
Performance Management
Attendance Management
Workplace Accommodations
Recruitment and Workforce Planning
Team Leadership and Coaching
Scheduling Operations
HR Program Administration
Process Improvement
HR Reporting and Workforce Metrics
Conflict Resolution

Visa sponsorship

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Keywords

Human Resources
Employee Relations
Labour Relations
Collective Agreements
Employment Legislation
Performance Management
Progressive Discipline
Attendance Management
Workplace Accommodations
Workplace Investigations
Grievances
Mediation
Arbitration
Collective Bargaining
Recruitment
Workforce Planning
Scheduling
UKG WFN
Virtuo
HR Information Systems
Workforce Scheduling Systems
Lean Methodologies
Just Culture
Process Improvement
Project Management
HR Reporting
Turnover
Absenteeism
Overtime
Onboarding

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