People & Culture Advisor

Are you the kind of HR pro whod rather be embedded with the team than tucked away in a policy binder

Were looking for a proactive relationship-driven People & Culture Advisor to join our growing People & Culture team and lead the day-to-day HR operations for our 140 staff members across two offices. Reporting to the Director People & Culture youll be the operational owner of HR at EBT the trusted voice in the room when a hiring decision performance conversation or employee concern comes up and the person who delivers those conversations with skill empathy and defensibility.Youll be the connective tissue between our People & Culture strategy and the day-to-day reality of our people. Youll coach leaders own the tough calls champion culture and make sure our team feels heard supported and valued. Your work will be relational proactive and legally sound. If youre ready to own HR not just support it youll thrive here.

Who We Are

EBT is a full-service accounting firm with locations in Medicine Hat Alberta and Swift Current Saskatchewan. EBT has been in public accounting for more than 50 years! Our commitment to client service has contributed to substantial growth from a staff of 8 in 2000 to a complement of over 140 staff today.Youll be joining an established well-respected and growing practice with an energetic fast-paced positive work environment that supports you to learn grow and achieve your full potential.

Position Details

Reports to: Director of People & CultureDirect Reports: NoneLocation: Medicine Hat ABType: Permanent FTTravel: 1-2x per month to Swift Current office; occasional to community and recruitment events

What You Own

Seven clear areas of accountability. Each is yours end-to-end.Employee Relations & Investigations

• 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

Full-Cycle Recruitment

• 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

Onboarding & Offboarding

• 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

Performance Management Cycle

• 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

Policy Ownership & Compliance

• 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

Culture & Employee Experience

• 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

HR Data & Insights

• 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

Joint Health & Safety Committee (JHSC) & Workplace Safety

• Own the coordination and effectiveness of EBTs 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 EBTs 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)

The metrics that matter and the outcomes behind them:People-First Outcomes

• 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

By the Numbers

• 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 dont 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

Required

• 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

Preferred

• 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

Call us a show-off but were proud of our unbeatable employee culture. From casual water cooler chats to one of our three major employee events per year we have a tight-knit outgoing and inclusive group of people. We offer regular opportunities for staff to interact including paid lunches in tax season staff intramurals social committee and more. If we havent impressed you yet we also offer a comprehensive benefits program RRSP matching and annual salary and bonus reviews.

Required Experience:

Unclear Seniority

Employment Type : Full-Time
Experience: years
Vacancy: 1