We're 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, you'll 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. You'll be the connective tissue between our People & Culture strategy and the day-to-day reality of our people. You'll 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 you're ready to own HR, not just support it, you'll thrive here.
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. You'll 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.
Reports to: Director of People & Culture Direct Reports: None Location: Medicine Hat, AB Type: Permanent, FT Travel: 1-2x per month to Swift Current office; occasional to community and recruitment events
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 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
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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
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- 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
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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
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Call us a show-off, but we're 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 haven't impressed you yet, we also offer a comprehensive benefits program, RRSP matching, and annual salary and bonus reviews.
