Director, Human Resources Business Partner

ARI delivers fleet management services and technology, but people always come first here. Our operation is driven by more than 2,700 people who manage 1.7 million fleet vehicles in North America, the UK and Europe. Our nurturing work environment has consistently been recognized as one of the Best Workplaces in Canada for our atmosphere, culture, communications, trust and flexibility, as well as “Employer of the Year” by the Mississauga Board of Trade.

ARI has an outstanding opportunity for a Director, Human Resources Business Partner based in our Mississauga Location.

The Director, Human Resources Business Partner is responsible for planning, implementing and evaluating the business unit's human resource function and performance in alignment with the strategic direction of the company and in accordance with ethical and legal concerns.

What You Will Do:

• Participate in the development of the business unit's plans and programs as a strategic partner but particularly from the perspective of the impact on people.
• In conjunction with corporate HR and Canadian Senior Management, the Manager, Human Resources will translate the strategic and tactical business plans into HR operational plans that comply with company policy and practices while supporting the business unit goals.
• Monitors regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the corporation.
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company.
• Monitors market pricing of relevant jobs and makes recommendations to senior management and corporate HR
• Evaluates the human resources policies of the business unit and ensures that managers are trained and are properly utilizing policies and processes, such as employee orientation and performance management, in a consistent and reasonable manner. Develops policies within appropriate authority levels or recommends policy changes to senior management and corporate HR when appropriate.
• Monitors the state of employee relations within the business unit and reports to senior management and corporate HR on a regular basis, or when changes to the employee climate occur. Is available to employees of every level to provide confidential counsel in issues related to their employment.
• Ensures the maintenance of progressive and proactive benefits to provide programs which are in alignment with those of the parent company and local law, and which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
• In partnership with business leaders within the unit, identifies competency, knowledge and talent gaps and implements corporate programs for the filling of the gaps including succession planning, training and development programs and general business development programs to enhance employee knowledge and understanding of the business.
• Manages vendor relationships such as those with staffing agencies to ensure they are productive and cost-effective for the company.
• Continually assess the competitiveness of all programs and practices against the relevant companies, industries and markets we compete against for labour.
• Develops appropriate policies and programs that support ethical and legal practices specific to the country of Canada and its provinces.
• Coaches and mentors other managers within the organization in effective managerial practices, legal considerations, and employee relations.
• Manages the human resource information system and necessary reports for critical analyses of the HR function and the people resources of the business unit.
• Leads, manages and develops others in the HR function of the business unit.
• Manage other areas such as relocation, employee communication, employee health, employee events, etc.
• Acts as United Way Campaign Chair or identifies candidates to fulfill Campaign Chair role as a key development opportunity.

What We Are Looking For:

• Seven to ten years in human resources with three to five of those years in a progressive, managerial-level. Multi-site experience required.
• Undergraduate degree in Human Resources or Commerce required. Graduate level degree in Human Resources or related field strongly preferred.
• Certified Human Resources Professional (CHRP) as designated by the Canadian Counsel of Human Resources Associations
• Advanced understanding of best practices in recruiting, compensation, benefits, training, organizational development, employee relations and policy preparation.
• Advanced leadership skills driven by values that support the objectives of the company.
• Must have advanced understanding of employment law.
• Excellent verbal, written and interpersonal communication skills, the ability to effectively communicate with all levels of employees and a service orientation.
• Intermediate to advanced skills in Microsoft Word, Excel and PowerPoint and excellent platform skills.
• Excellent understanding of the technologies available to assist in HR management and the ability to apply technologies appropriately in the workplace.
• Must possess high standards of personal integrity
• Bi-lingual in English and French preferred.

What we offer:

Benefits include competitive pay and bonus, health, dental and life insurance, 100% tuition reimbursement based on grade performance, Group RRSP, on the job training and development and much more.

ARI is committed to providing accommodations throughout the interview process. If you require an accommodation we will work with you to meet your needs