HUMAN RESOURCE MANAGER

							                                                                  YOUTH FOR CHRIST

Position Title:
HUMAN RESOURCE MANAGER

Reports to:
John Courtney, Executive Director

Reporting to this Position:
No direct reports

Location(s):
Winnipeg Head Office

Position Purpose:
The Human Resource Manager is responsible for providing support in the various human
resource functions, which include recruitment, staffing, training and development, performance
monitoring, staff morale and employee counseling. For Youth for Christ, this also includes
providing human resource support services for volunteers.

Key Tasks:

1. Recruitment – Provide leadership to creating staff and volunteer recruitment opportunities
   for the organization. This would be supplemental to ministry directors owning the primary
   responsibility to recruit for their own ministry needs.

      Work with staff to maintain a current record of staff and volunteer opportunities, complete with
       current duties and responsibilities;
      Coordinate an ongoing recruitment strategy, including arranging for appropriate staff to represent
       YFC at missionfests, churches, bible colleges and other job and volunteer fairs;
      Post and maintain staff and volunteer positions on the YFC website as well as other job posting
       services;
      Evaluate market or labour supply to determine best recruitment practices;
      Facilitate the matching of potential staff and volunteers with an appropriate ministry by
       conducting the initial interview of generic inquiries before re-directing to appropriate department;
      Design, arrange and conduct an orientation process for staff and volunteers;
      Oversee a program that bridges college education with hands-on youth ministry by,
        o Establishing partnerships with Bible Colleges to provide students with the opportunity to
            receive practical experience in ministry through YFC/Wpg;
        o Matching student-interns with an appropriate YFC ministry for supervision and leadership
            development;
        o Ensuring an evaluation is conducted on each student intern that assesses both strengths and
            weaknesses in order to increase the likelihood of the student-intern being fruitful and fulfilled
            in their future ministry;
        o Consulting with Ministry Directors to determine which student-interns should be invited to
            join YFC on a permanent basis.
2. Staffing – Oversee that the proper systems and protocols are followed.

      Advise and assist management in the interpretation and implementation of HR practices including
       appropriate policies and procedures;
      Ensure all staff have current job descriptions and employment contracts and assist supervisors in
       writing them as needed;
      Ensure compliance with legislation and labour codes. Bring any discrepancies to the attention of
       the Executive Director;
      Maintain a staff and volunteer database (date started, church affiliation, birthdays, volunteer
       applications, references, police checks, valid certifications including First Aid, and CR/CA every 3
       yrs, etc.);
      Ensure employee job profiles/descriptions and employee files are kept up-to-date.
      Provide accounting with all needed data for payroll purposes and introduce a new staff member
       to payroll practices;
      Monitor scheduled absences such as holidays to ensure continuity of services as needed;
      Assign and manage all security codes and keys for staff and volunteers;
      Oversee and manage the Standard Life Benefits program with staff.

3. Training/Development – Assist ministry directors/supervisors in creating an ongoing
   professional development plan for their staff.

      Credentialing – inform Regional Training Director of any new staff who should begin credentialing
       and liaison with Regional Training Director to ensure staff are completing the process;
      Work with Ministry Directors/Senior Supervisors to ensure a professional/personal development
       plan is in place and reviewed annually for each staff person;
      Work with each ministry to ensure that excellent care, on-the-job coaching and adequate
       supervision is provided for all staff and volunteers;
      Ensure periodic assessments are held to review the work of staff and volunteers;
      Communicate to staff career path options within YFC and provide advice on how to move towards
       their long-term career aspirations.

4. Performance Monitoring – Develop tools/systems/resources that assist ministry
   directors/supervisors in evaluating staff and programs.

      Modify, as needed, YFC’s tools for setting annual ministry goals, quarterly and weekly action
       plans and the annual performance review;
      Oversee the execution of annual employment reviews in conjunction with Ministry
       Directors/Senior Supervisors;
      Ensure department heads review progress their staff made on previous quarterly priorities and
       update next quarter’s priorities (in alignment with departments’ yearly planning document);
      Review each work location (Camp/Satellites) etc. to ensure a safe and healthy work environment
       for all employees at all times.

5. Staff Morale – Monitor and be catalyst for increasing staff morale.

      Ensure ongoing recognition of staff and volunteers through formal and informal methods and
       provide recognition to staff and volunteers who excel;
      Facilitate staff moral through designated team building events.

6. Employee Counselling – Serve staff by providing a listening ear and workplace advice.

      Explain Staff Policy Manual as needed as well as any revisions made;
      Resolve conflict with staff member and their immediate supervisor as outlined in the Staff Policy
       Manual;
      Work with Executive Director on all terminations;
      Conduct exit interviews, bringing to management suggestions that might improve the working
       conditions of YFC, thereby increasing the likelihood that YFC will be able to retain its best people.
Spiritual Expectations:

     Live in vital union with Jesus Christ.
     Be an active participant in a local church

Requirements:

     Comply with the staff policy manual including code of conduct, statement of faith, and
      mission statement by signing compliance annually;
     Recruit, nurture and inform personal supporters on a regular basis (minimum bi-monthly)
      to ensure a solid personal support base;
     Attend Staff meeting monthly, Satellite Directors meetings quarterly and Winnipeg
      Ministry Directors meetings quarterly;
     Serve on the Directors Council;
     Be a self-starter with a strong work ethic
     Possess a vibrant, mission-minded faith
     Can inspire and motivate others.
     Able to instil vision and inspire others to join the cause
     Are spiritually mature
     Enjoy working in a team environment
     Have strong people management skills
     Have excellent organizational and administrative abilities
     Possess strong written and verbal communication skills
     Able to balance work/personal/family life
     Embrace YFC’s core values with a strong heart for evangelism