People & Culture Advisor

Are you the kind of HR pro who'd rather be embedded with the team than tucked away in a policy binder? 

Who We Are 

Position Details 

 What You Own 

• Own all employee relations matters end-to-end, including conflict resolution, workplace investigations, progressive discipline, accommodations, and leave management 
• Draft and deliver all written warnings, performance improvement plans, and separation packages with strong documentation and full Alberta/Saskatchewan employment law compliance 
• Lead the difficult conversations. You are the primary voice in performance, discipline, and separation meetings 
• Prepare severance analysis and calculations for Director approval. The Director signs off, you execute 
• Own the lifecycle of employment agreements, offer letters, promotion letters, and status change documentation. Ensure current, legally reviewed templates are used and signed originals are on file 
• Proactively surface issues before they escalate through regular check-ins, stay interviews, and pulse observations 

• Own the recruitment process for assigned roles, including staffing projections, job postings, sourcing, candidate screening, interviews, reference checks, and start-day handoff 
• Represent EBT at career fairs, campus visits, and CPA events 
• Prepare offer letters and compensation recommendations for Director approval 
• Present hiring recommendations to the Director and conduct final-round interviews as the primary decision-maker for non-senior roles 
• Partner with the People & Culture team on posting distribution, careers inbox monitoring, Certn checks, and Humi setup 

• Design and deliver a bulletproof onboarding experience for every new hire, from offer through 90-day check-in 
• Conduct structured exit interviews with all departing staff. Document findings and escalate patterns to the Director monthly 
• Coordinate offboarding process end-to-end, working with the team on paperwork execution 

• Own the full performance review cycle, including templates, timelines, mentor coordination, HR Committee review, calibration meetings, and completion tracking 
• Present aggregate performance data and exception cases to the Director 
• Present compensation recommendations to the Director based on review outcomes 
• Ensure every review is on time, complete, and tied to EBT to the CORE competencies 
• Coach managers on how to deliver feedback that develops, not just evaluates 

• Own and maintain the Employee Handbook, HR Manual, and all firm policies 
• Ensure ongoing compliance with the Alberta Employment Standards Code, Saskatchewan Employment Standards Act, Human Rights, Occupational Health & Safety, and privacy legislation 
• Proactively monitor regulatory changes, propose policy updates, and lead the rollout 
• Draft policy updates. Director reviews for strategic alignment only 

• contribute to the company newsletter, SharePoint, recognition programs, and event coordination 
• Set the direction for culture initiatives, engagement programs, and the employee experience 
• Regularly connect with staff across both offices to maintain a real-time pulse on firm culture 
• Visibly steward EBT to the CORE across both offices. Be recognized as a culture leader who calls out drift, celebrates wins, and models the values daily 

• Bring insights and recommendations to the Director monthly. Not just numbers, but "what this means and what to do about it" 
• Ensure data quality for all employee files. Records and status changes are always current and audit-ready 
• Partner with the People & Culture team on report design, data pulls, and weekly reporting cadence (admin time, idle time, OT, hours worked) 
• Flag anomalies and trends to the Director with recommended actions 

• Own the coordination and effectiveness of EBT's Joint Health & Safety Committee across both offices 
• Chair or co-chair JHSC meetings, set the agenda, document minutes, and drive follow-through on committee action items 
• Ensure the JHSC meets legislated requirements under Alberta Occupational Health & Safety and Saskatchewan Occupational Health & Safety legislation, including composition, meeting frequency, worksite inspections, and posting requirements 
• Own the intake, investigation, and documentation of workplace incidents, injuries, and near-misses. Escalate to the Director on high-risk or reportable matters 
• Own EBT's health & safety program documentation, training records, and compliance materials. Ensure they stay current with evolving legislation 
• Deliver or coordinate mandatory health & safety training (harassment prevention, violence prevention, incident reporting, emergency preparedness) and maintain training records 

What Success Looks Like (12 Months) 

• Principals and managers call you before they make people decisions, not after 
• Full-loop communication is clear, timely, and consistent across both offices 
• Exit interview themes and culture pulse observations reach the Director with recommendations, not just observations. Nothing surprises leadership 
• Separations and PIPs are legally defensible and executed with empathy and skill 
• Recruitment fills roles with better fit than the previous year, and new hires stay 

• Progressive discipline documented within 48 hours of every incident: 100% 
• Performance reviews completed on time and complete, with no last-minute rushes: 100% 
• Policy review cycle completed annually: 100% 
• Open positions filled within 30 days on average 
• Exit interview themes delivered to the Director monthly 
• Culture pulse observations and recommendations delivered to the Director quarterly 
• Employee turnover held at or below firm target 
• Employee files, ER documentation, and recruitment records audit-ready at any time 

Who You Are 

• Proactive — you go to people; they don't have to come to you 
• Confident – you have the hard conversations. You deliver difficult news with clarity, empathy, and defensibility 
• Relational — you build trust across principals, managers, and staff 
• Discreet — you handle sensitive information with total professionalism 
• Organized — you track, follow through, and never let something drop 
• Legally minded – You know provincial employment law(s) and apply it to protect the firm and support employees 
• Culturally aligned — you live and steward EBT to the CORE: Client First, Craft Excellence, Credibility Counts, Continuous Growth, Culture Champions 

Skills & Qualifications 

• Post-secondary education in Human Resources or Business 
• Minimum 5 years of HR experience, including at least 3 years in a Generalist or Advisory role 
• Strong working knowledge of the Alberta Employment Standards Code and Alberta employment law 
• Proven experience in full-cycle recruitment, performance management, and front-line employee relations 
• Proficient with cloud-based software and using AI tools 

• Working toward or holding a CPHR designation 
• Experience in professional services, public practice, or another regulated environment 
• Working knowledge of Saskatchewan Employment Standards Act 
• Experience with SharePoint, Karbon, and AI-enabled HR tools 

The EBT Difference