The Director, People and Culture is responsible for the continual enhancement, and execution of our people strategy in alignment with MEMS overall corporate strategy and our mission, values, goals and objectives. A member of the Senior Leadership Team, the incumbent provides input to the development of MEMS’ corporate strategy in alignment with our employment value proposition through his or her knowledge and understanding of our business operations, organizational culture, employee base and… Show more The Director, People and Culture is responsible for the continual enhancement, and execution of our people strategy in alignment with MEMS overall corporate strategy and our mission, values, goals and objectives. A member of the Senior Leadership Team, the incumbent provides input to the development of MEMS’ corporate strategy in alignment with our employment value proposition through his or her knowledge and understanding of our business operations, organizational culture, employee base and knowledge of the consulting industry. The Director is responsible for directing and implementing MEMS’ human resources and payroll functions including Total Rewards Program, Talent Management and day-to-day operations of the people and culture department. Show less

The Business Partner, People & Culture (P&C) is responsible for implementing programs associated with the attraction and retention of strong talent as well as the development and delivery of P&C policies, practices, and programs that enhance our ability to attract and retain a high performing team. The Business Partner, People & Culture supports the achievement of business objectives through P&C programs including but not limited to Recruitment and Selection, Training and Development… Show more The Business Partner, People & Culture (P&C) is responsible for implementing programs associated with the attraction and retention of strong talent as well as the development and delivery of P&C policies, practices, and programs that enhance our ability to attract and retain a high performing team. The Business Partner, People & Culture supports the achievement of business objectives through P&C programs including but not limited to Recruitment and Selection, Training and Development, Compensation, HRIS and workforce analytics. Show less

Provide support as strategic partner. Provide advice in processes related to discipline, grievance, harassment, discrimination, termination. Conduct investigations & ensuring statutory compliance. Overseeing and facilitating changes (titles, classifications, transfers…etc). Obtain/create reports and aid in analysis. Provide advice on base pay and incentive decisions using analysis of role, performance, market, & internal structure. Support pay review process. Identify & address training… Show more Provide support as strategic partner. Provide advice in processes related to discipline, grievance, harassment, discrimination, termination. Conduct investigations & ensuring statutory compliance. Overseeing and facilitating changes (titles, classifications, transfers…etc). Obtain/create reports and aid in analysis. Provide advice on base pay and incentive decisions using analysis of role, performance, market, & internal structure. Support pay review process. Identify & address training needs and performance management issues. Facilitate processes for performance reviews, development planning, high potential talent, and succession planning. Aide in team performance intervention and training. Initiate and facilitate domestic and international assignment. Advise employees on where to go to resolve benefit issues. Show less

Provide support as strategic partner. Provide advice in processes related to discipline, grievance, harassment, discrimination, termination. Conduct investigations & ensuring statutory compliance. Overseeing and facilitating changes (titles, classifications, transfers…etc). Obtain/create reports and aid in analysis. Provide advice on base pay and incentive decisions using analysis of role, performance, market, & internal structure. Support pay review process. Identify & address training… Show more Provide support as strategic partner. Provide advice in processes related to discipline, grievance, harassment, discrimination, termination. Conduct investigations & ensuring statutory compliance. Overseeing and facilitating changes (titles, classifications, transfers…etc). Obtain/create reports and aid in analysis. Provide advice on base pay and incentive decisions using analysis of role, performance, market, & internal structure. Support pay review process. Identify & address training needs and performance management issues. Facilitate processes for performance reviews, development planning, high potential talent, and succession planning. Aide in team performance intervention and training. Initiate and facilitate domestic and international assignment. Advise employees on where to go to resolve benefit issues. Show less

Reporting to the Human Resources Manager, Western Canada - Responsible for providing Human Resources guidance to operations and regional management, and support implementation and application of HR policies, processes and/or programs.

Reporting to the Director Human Resources – Responsible for leading the development, implementation, communication and administration of the compensation and benefits programs that support the organizations Strategic Plan.

Reporting to the Manager, Compensation & Benefits - Responsible for compiling and assessing compensation data while playing a key role in the design, development and implementation of base salary, short-term incentive and long-term incentive programs and processes that support the organization’s compensation philosophy. Monitor the organization's salary structure and benefits provision to ensure a balance between control of costs and attracting and retaining staff.

Reporting to the Manager, Human Resources and Corporate Administration - Responsible for the management of disability, leaves and benefits for 800 + associates. •Facilitate the employee’s return to modified or regular work duties as efficiently as possible in the best interests of the employee and the organization.•Assist human resources team with mergers and acquisitions.•Audit payroll & reconcile benefit providers. •Provide reporting and metrics via Crystal Reports.

Assist the payroll and benefits departmentAudit benefitsFull cycle payroll of approximately 200 staff

Reporting to the Office Manager - Responsible for the coordination and organization of office operations and procedures. Optimize organizational effectiveness and efficiency.•Communicate and liaise with all levels in the organization to ensure the consistent interpretation and application of policies, procedures and guidelines. •Computerized accounting company-wide including quarterly in-house financials and full-cycle payroll through to T4’s and government… Show more Reporting to the Office Manager - Responsible for the coordination and organization of office operations and procedures. Optimize organizational effectiveness and efficiency.•Communicate and liaise with all levels in the organization to ensure the consistent interpretation and application of policies, procedures and guidelines. •Computerized accounting company-wide including quarterly in-house financials and full-cycle payroll through to T4’s and government remittances.•Administer benefits program, Group RRSP, WCB Management and Administration. Show less