Manager, HR Programs

About the Role

The Manager, Human Resources (HR) Programs plays a key role in supporting Nelson’s People and Engagement (P&E) initiatives by managing and delivering HR programs that enhance employee engagement and strengthen the employee lifecycle. Reporting to the VP, People and Employee Experience, this role supports the implementation and continuous improvement of P&E programs across talent management, onboarding, employee experience, and learning and development.

The Manager partners with leaders and P&E team members to ensure programs are executed effectively and align with organizational priorities. This role helps ensure that P&E processes run smoothly, supports data-driven decision making, and contributes to initiatives that enable Nelson to attract, develop, and retain top talent while fostering a positive and high-performing workplace culture. This role represents an existing vacancy.

HR Programs & Operations

• Manage the delivery and continuous improvement of HR programs and processes across the employee lifecycle.
• Assist in maintaining HR policies, procedures, and program documentation to ensure consistency and compliance.
• Identify opportunities to streamline HR processes through technology, automation, and improved workflows.
• Collaborate with HR and IT teams to support HR systems administration, troubleshoot issues, and implement system enhancements.
• Assist with HR reporting and data tracking to support program effectiveness and workforce insights.

Talent Management

• Manage the full-cycle recruitment process for assigned roles, including sourcing, screening, coordinating interviews, and supporting hiring managers through the recruitment process.
• Partner with leaders to support effective hiring practices and workforce planning, ensuring hiring decisions align with team needs and organizational priorities.
• Oversee and continuously improve onboarding programs to ensure new employees have a smooth, engaging start and are set up for early success.
• Support the delivery of broader talent management programs, including performance management cycles, goal setting, and talent development initiatives.
• Provide guidance to managers on employee lifecycle matters such as onboarding, performance conversations, and development planning.
• Track key talent metrics (e.g., hiring effectiveness, onboarding outcomes, performance trends) and contribute to improvements across recruitment, onboarding, and talent programs.

Employee Experience & Engagement

• Support the delivery of employee engagement initiatives and programs that foster a positive workplace culture.
• Help manage key employee lifecycle touchpoints including onboarding, internal transitions, and exit processes.
• Coordinate employee feedback initiatives such as engagement surveys and help track progress on action plans.
• Contribute to initiatives that support an inclusive and supportive workplace environment.
• Assist in promoting programs that support employee wellbeing, connection, and professional growth.
• Support Equity, Diversity and inclusion (EDI) initiatives by helping integrate inclusive practices across HR programs, policies, and employee lifecycle processes.

Learning & Development

• Coordinate learning and development programs that support employee and leadership development.
• Assist in identifying training needs and support the development and delivery of targeted learning initiatives.
• Support onboarding and continuous learning programs to ensure employees have the tools and resources needed to succeed.
• Track participation and gather feedback to help evaluate program effectiveness.
• Stay informed on learning and development best practices and contribute ideas to enhance programs.

HR Data, Reporting & Compliance

• Maintain accurate HR data and assist with preparing reports related to recruitment, engagement, and workforce trends.
• Support compliance with employment legislation and internal HR policies.
• Assist in maintaining documentation and reporting processes that support HR audits and compliance requirements.
• Use HR data to help identify trends and opportunities to improve HR programs.

HR Projects & Initiatives

• Support the implementation of HR initiatives and special projects such as program enhancements, process improvements, or system implementations.
• Collaborate with HR team members and internal partners to ensure initiatives are delivered effectively.
• Contribute to ongoing improvements that strengthen HR programs and employee experience.

Qualifications

• 4+ years of progressive HR experience, ideally in a generalist or HR program coordination role.
• Experience managing HR programs such as recruitment, onboarding, engagement, or learning and development.
• Working knowledge of employment legislation and HR best practices.
• Experience working with HR systems (HRIS, ATS, LMS) and HR data reporting.
• Strong organizational and project coordination skills with the ability to manage multiple priorities.
• Excellent communication and interpersonal skills, with the ability to collaborate…