Employee Wellness Manager

Mandate

This position cares for the people at the NETWORK. Rooted in trauma-informed practices and Indigenous values, the role includes staff wellbeing, workplace culture, and the long-term work of decolonizing our internal policies and practices. This role’s mandate centers staff care by creating the conditions in which the team can do its best work. The position reports to the Director of Operations and works closely with the Finance Manager and the Executive Director, as well as an external HR firm retained for high-stakes situations.

Responsibilities

Staff wellbeing and workplace culture

• Hold regular listening spaces and check-ins with staff, and bring what is heard into annual recommendations on wellbeing, structure, and internal communications
• Establish and lead a Wellness Committee of 2-3 team members to co-plan wellness initiatives and priorities
• Support staff through workplace tensions and burnout, drawing on trauma-informed and restorative approaches
• Serve as the designated recipient for employee relations issues and engaging an HR firm or an external consultant to mediate or find resolutions when necessary to preserve this role’s neutrality
• Steward the Wellness Stipend and Training Fund so they reach staff equitably, and track related requests and budgets

Recruitment, onboarding, and growth

• Lead recruitment with the Executive Director and Director of Operations, drafting job descriptions with the relevant supervisor and running interview processes
• Welcome new team members through an onboarding process grounded in relationship and orientation to our values, in collaboration with the IT and Communications Coordinators
• Hold offboarding process with the same care, including exit conversations that feed back into organizational learnings
• Reimagine and hold the annual evaluation process as a two-way growth and wellbeing conversation rather than a top-down evaluation
• Identify team training needs and organize professional development sessions with cultural relevance
• Supporting the leadership team in overseeing the organizational culture and structure

Policy stewardship and decolonization

• Inherit our existing written policies (accountability measures, conflict resolution, harassment, leave, return-to-work, salary, training) and steward their annual revision
• Review and decolonize organizational policies
• Overseeing that the NETWORK is operating under employment standards, best practices and legal requirements in the province of Quebec, with external experts  (Lawyers, HR firms, Consultants, etc.)

Participate in teamwork

• Participate in the team’s internal culture by being present at the workplace, in team meetings and in team events and activities (optional for interns and contractors).
• Proactively communicate details of activities to the team during meetings and the weekly team meeting. 
• Demonstrate respect for colleagues by responding to messages in a timely manner and arriving at required times for meetings and activities. 
• Be aware of the various policies and procedures in effect within the organization and contact administration if needed. 
• Encourage a work environment based on proactivity, respect, inclusion, listening, decolonial approaches, creativity and Indigenous practices and values.

Ideal profile

• Vast understanding of Indigenous knowledge, values, and ways of relating, whether through lived experience, community belonging, or long-standing work alongside Indigenous communities
• Grounded in trauma-informed practice, community care, or wellness work, through training such as social service work, or through equivalent lived and community experience
• Familiar with decolonial approaches and eager to bring them into how policies are written, revised, and lived
• An experienced facilitator comfortable holding group spaces, workshops, and leading difficult conversations
• Trusted within community, with the relationships and cultural fluency to hold space for a majority-Indigenous team
• Organized and reliable with administrative follow-through: records, budgets, and deadlines
• Comfortable in both English and French

No HR certification or degree is required. We value Indigenous knowledge, lived experience, and community practice as fully as formal credentials.

To apply

Please send your application before August 21st at the following email address: emplois-jobs@reseaumtlnetwork.com 

Given the mission of our organization, we highly encourage Indigenous individuals to apply to this position. Moreover, it is imperative that candidates possess an anti-discriminatory attitude and a desire to contribute to decolonization. Applicants are also expected to be aware of the lived realities of the First Nations, Inuit and Métis communities in Tiohtià:ke/Montreal and the rest of Turtle Island.

You would like to know more about our team and our work environment?

Click on the link below for more information.

Working at the NETWORK