Senior Human Resources Manager

About the Organization

The Pediatric Oncology Group of Ontario (POGO) is dedicated to improving care and outcomes for children and adolescents diagnosed with cancer in Ontario. Working alongside hospitals, healthcare teams, families, and other partners, the organization focuses on strengthening the childhood cancer system and supporting those who need it most.

POGO is hiring a seasoned and practical Senior Human Resources Manager to help build a strong, high-performing workplace. This role is well suited to an experienced HR leader who enjoys shaping people practices, strengthening culture, and supporting leadership in a mission-driven environment.

This position is part-time at approximately 21 hours per week and follows a flexible hybrid schedule, with two onsite days each week in the Toronto office. The compensation range is $54,000 to $78,000 annually, which is equivalent to $90,000 to $130,000 on a full-time basis.

Role Overview

Reporting to the CEO, the Senior Human Resources Manager will support POGO’s organizational goals by developing and delivering effective HR strategies, programs, and policies for a team of about 50 employees. The role combines strategic advisory work with hands-on operational execution, and serves as a trusted partner to senior leadership and staff.

Key Responsibilities

In this role, you will help guide people strategy, strengthen leadership capability, and improve the employee experience across the organization.

Strategic Leadership and Culture

• Work with the leadership team to create and put into action people strategies that strengthen organizational capability and support POGO’s strategic direction.
• Advise on organizational structure, talent development, retention, and succession planning.
• Serve as the main guardian of POGO’s culture by reinforcing core values and helping build an inclusive, engaged, and high-performing workplace.
• Lead the organization’s diversity, equity, and inclusion action plan with internal partners.

Talent, Learning, and Engagement

• Oversee the employee lifecycle from recruitment and onboarding through performance management, engagement, succession planning, and health and safety.
• Partner with hiring managers to manage full-cycle recruitment and selection.
• Evaluate and improve employee engagement efforts as the organization evolves.
• Develop and manage the employee recognition program.
• Create and carry out a learning and development strategy that aligns employee growth with business priorities.

HR Operations, Compliance, and Rewards

• Build, maintain, and improve HR policies, procedures, and structures in line with employment laws and sector best practices.
• Manage compensation and benefits programs, including market review and coordination with benefit providers to maintain competitive and cost-conscious plans.
• Prepare HR metrics, analyses, and reports for leadership, management, and the Board.
• Handle day-to-day HR operations while coaching and supporting an HR administrative resource to keep transactions accurate and efficient.
• Monitor HR trends, legal changes, and best practices to identify risks and opportunities early.

Advisory and Coaching

• Coach and support leaders and managers on people management, performance, employee relations, and compliance matters.
• Provide considered recommendations informed by research, HR expertise, and organizational understanding.
• Contribute to or lead special projects as needed.

What You Bring

Education

• A post-secondary background in Human Resources Management or a related discipline, or an equivalent mix of education and experience.
• CHRP or CHRL certification completed or in progress is considered a strong advantage.

Experience

• 7 to 10 years of progressive experience in human resources.
• Broad generalist HR experience spanning recruitment, onboarding, retention, performance management, employee relations, compensation and benefits, legal compliance, change management, succession planning, and health and safety.
• Demonstrated ability to think strategically and advise senior leaders.
• Experience in the not-for-profit sector and/or in smaller organizations with 50 employees or fewer is an asset.
• Comfort working in a standalone HR role with administrative support.

Skills and Attributes

• A proactive and collaborative leadership style with a strong sense of accountability and a forward-looking mindset.
• Strong relationship-building, communication, and change management abilities.
• High levels of confidentiality, discretion, tact, and diplomacy.
• Well-developed written and verbal communication skills.
• Ability to turn strategic priorities into practical operational plans.
• Strong problem-solving skills, plus confidence in negotiation and presentations.
• Proficiency with Microsoft Office, especially Word and Excel.
• Strong commitment to diversity, equity, and inclusion.
• Excellent project management abilities and comfort managing multiple priorities.
• Very detail-oriented work style.

Application Requirements

Applicants must submit both a resume and a customized cover letter explaining why they are a strong match for this role. Applications without a cover letter will not be reviewed.

What POGO Offers

POGO offers a flexible work environment, strong benefits, and an inclusive, supportive team culture. The organization also provides the opportunity to contribute to meaningful work that supports the childhood cancer system in Ontario.

Additional Information

POGO is committed to accommodating accessibility needs throughout the recruitment and selection process. Applicants may request support or accommodations as needed. Only candidates selected for an interview will be contacted.

Only individuals authorized to work in Canada may apply. The organization is not sponsoring temporary or permanent work visas.

AI-assisted tools may be used to improve recruitment efficiency, but every application is reviewed by human recruiters and hiring decisions are made by people.