Human Resources Manager/Consultant

Date Posted: Mar 29, 2021
Application Deadline: Apr 19, 2021
Start Date: Mar 29, 2021

Salary From: 80K To 100K
Province: Ontario
Region: Metro Toronto Area
City: Toronto
Employee Benefits: Health, Pension, Other (e.g. flex time, comp tickets, etc.)
Check Additional Info section for more Employee Benefits
Organization's Field/Discipline: The Arts
Job's focus: Administrative
Job Type: Full-time
Career Level: Middle management

Organization Description

Consortium of Toronto Mid-Sized Theatres (Canadian Stage, Soulpepper Theatre Co, Young People’s Theatre)
A consortium of Toronto’s mid-sized theatres, including Canadian Stage, Soulpepper Theatre Co. and Young People’s Theatre, is seeking a proposal from an experienced and skilled human resource professional to provide a range of HR and related services on a full-time employee or consultant basis.

Job Description

A consortium of Toronto’s mid-sized theatres is seeking a proposal from an experienced and skilled human resource professional to provide a range of HR and related services on a full-time employee or consultant basis.
With nearly 130 full and part-time staff across the organizations, our people provide planning and coordination of programming, sales, administration, fundraising and other vital operations needed to cumulatively deliver nearly 100 productions to Toronto on an annual basis (pre-COVID, of course).   We know that an equitable, engaged and valued workforce is critical to deliver our respective missions and our support of artists and creative projects.
This is extraordinary opportunity for a seasoned and skilled HR professional to support and work with a vibrant and creative industry.
The scope of functions and services (hereafter “Shared HR Services”) will vary according to the respective needs of each theatre but all fall into four function categories, detailed further below.    It is not the expectation that one individual solely delivers all HR planning and execution for such a variety of theatres, but rather, provides a range of support, advice, and technical expertise. Key objectives include:
  • Increased Efficiency and Learning: By eliminating duplicated efforts made by similar Toronto mid-sized theatre venues, shared HR support will increase efficiency and provide opportunities for cross-learning.
  • Improved Quality of Service: By increasing efficiencies and learnings, shared HR support will deliver greater consistency and improved quality of HR services to a comparable standard across similar mid-sized theatre venues that not large enough to support a dedicated in-house full-time HR manager.
  • Greater focus on Strategy: With cross-organizational efficiency and learning, this structure will free up t the theatres’ leadership from day-to-day and fluctuating HR operations, thereby enabling increased focus on People & Culture strategy and organizational change.
Of the seven theatres, three organizations will undertake most of the weekly/monthly time for the role and will require full-scope across all four (4) function categories identified below: Canadian Stage, Soulpepper, and Young People’s Theatre.   
Other organizations requiring limited-scope support for a smaller selection of HR functions are:   Native Earth Performing Arts, Tarragon Theatre, Theatre Centre, and Theatre Passe Muraille. 
Category 1 – HR Planning & Strategy (25%)
  • Improve and/or maintain employment related policies and procedures, and ensure compliance with contractual, legal and regulatory areas which may include (for some theatres) collective agreements
  • Guide / advise on the development of annual HR plans that align individual goals, plans and continuous improvement initiatives to the organization’s overall strategic priorities
  • Utilize and interpret a wide range of data to identify trends and provide insights and feedback
  • Advise regarding collective agreements including negotiations, grievances, etc.
 Category 2 – Anti-Racism, Equity, Diversity and Inclusion (25%)
  • Provide input to Leadership, Staff and Board to develop the DE&I strategy and roadmaps
  • Provide guidance and assessment in the development of key measurements to assess the effectiveness of the DEI strategy, platforms and programs in meeting identified goals and actions.
  • Support DEI learning programs for staff, board, artists and volunteers
  • Support or participate in the DEI committee and function as project manager for some components of the Committee's recommended strategies and actions
  • Advise on issues related to Pay Equity
Category 3 – Employee Recruitment and Engagement Standards (25%)
  • Support or collaborate with hiring managers on improved practices at all stages of recruitment, hiring and onboarding
  • Develop or advise on best standards for employment agreements and, for some organizations, drafting agreements for full- or part-time employees
  • Coach and counsel managers on performance management, including developing action plans and strategies
  • Advise and support any termination processes
  • Conduct exit interview, and feedback headlines to senior management and/or HR committees
Category 4 – Issue and/or Conflict Resolution (25%)
  • Proactively support employee relations issues by identifying problems and recommending solutions
  • Coach supervisors on employee performance and conflict resolution
  • Support appropriate responses to formal or informal complaints or concerns
  • Function as a strategic advisor to the Leadership Team for best practices
The cohort of theatres is open to considering proposals including but not limited to: shared full-time employment status, full employment status at one organization with secondment to the others, or independent contractor status for eight pre-established client companies, guaranteeing full-time equivalency.
Variable to the proposed employment/engagement structure, this opportunity could offer:
  • A competitive salary in the $80,000 - $100,000 range (plus benefits).
  • Comprehensive Group Health Benefits and Insurance.
  • Group Retirement Pension Plan benefits.
  • Flexibility and a range of environments, clients and experiences.
  • Workplace flexibility and ability to work from home.


This position will play a vital role in supporting the development and/or advancement of some of the cohort theatres’ DEI planning, goals and outcomes. As well, the centralization of equity and inclusion throughout the organization is particularly critical in Shared HR Services.  As such, qualified candidates must have demonstrated cultural competencies that are centred around equity and inclusion and in ways that are responsive to the needs of diverse communities, including the ability and experience to identify and understand intersecting issues related to gender, age, sexual orientation, disability, race/ethnicity, immigration status, religion, Indigenous heritage and gender identity.  
  • Minimum 10 years of significant, and preferably leadership or management-level, experience in human resources or adjacent fields.
  • Superior knowledge of employment standards, and employment related system, and acts & regulations.
  • Demonstrated history of progress in advancing Equity, Diversity and Inclusion within an organization.
  • Experience with developing participatory HR processes and policies.
  • Demonstration of client/ member-driven orientation, strategic and analytical thinking.
  • A mindset for systems development. 
  • Exceptionally strong communication skills.
  • High level organizational, prioritization, and independent working skills in a team environment.
  • Demonstrated success in achieving measurable goals.
  • Ideally, some not-for-profit experience, particularly in relation to board and governance.

Additional Info:

The seven organizations identified have all expressed a commitment to building anti-racist organizations and equitable and inclusive cultural institutions, which includes accommodation. Therefore, proposals from all qualified candidates are welcome, and people with disabilities and individuals from equity-seeking groups are encouraged to apply.

How to Apply:

Applications should include:
  • A Proposal stating the candidate’s interest in the position, relevant credentials, experience and previous experience.
  • The proposal should be limited to one 4-page PDF.
Please merge your cover letter and resume into one PDF.   Please send your proposal to: and use the email subject header “HR Manager / Consultant”.
The review of applications will begin on April 7, 2021 and will continue until the position is filled. 
While we thank all candidates for their interest, only those short-listed will be contacted.

Please Note: 


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