Human Resources Director

Position Title: Human Resources Director
Reporting in: Managers of Human Resources (one for Ontario; one for Western Canada)
Human Resources Coordinator
Recruiter
Location: Western GTA

THE ORGANIZATION
Our client is a mid-sized Canadian-based, multisite business-to-business services organization that relies heavily on its ability to attract and retain high demand/low supply front-line employees in order to meet or exceed its growing customer needs to transport goods and manufacture materials in a manner that maintains or enhances material value. This ‘war for front-line talent’ requires a creative, innovative approach to recruiting practices, but more importantly, to finding ways to give employees tangible and intangible reasons to join, stay, and prosper.

With a goal to build on the privately-owned company’s unique market positioning and to maintain a strong sustainable growth trajectory, the founder and their next generation of entrepreneurs have identified a need to further inject the organization with stronger management disciplines and to follow a path of operational and cultural transformation. This path, along with the need to present a discernible difference to a workforce known for its high turnover rates, had led the leadership team to commit to attracting a Human Resources leader to the executive team.

The bold steps being taken by the founder and CEO to bolster our client’s leadership team speak to the identified need for the organization to continue to invest in the development of its management, employees and future leaders. A critical component to the Human Resources Director’s leadership portfolio will be his/her proven ability to lead a business-minded and service-orientated HR team, coach, mentor and develop teams, and to build strong, trusting relationships across the organization.

With a reputation as a nimble and decisive organization, our client has become a leader within an industry that requires much more than a commodity approach to conducting business with its customers and joint venture partners. In joining this GTA employer, the new Human Resources Director will experience the excitement of removing barriers, driving cultural change, creating sector leading programs and practices, promoting new talent management approaches, and helping their clients - the other members of the senior leadership team - solve problems.

THE OPPORTUNITY
Our client is seeking a Human Resources Director to lead an effective and accomplished team. The successful incumbent must have a strong foundation in Labour Relations, Talent Management, and Organizational Development and demonstrate a high level of integrity with the proven ability to foster open and transparent processes and build relationships that encourage input and feedback as a means of improving internal service delivery.

Reporting to the Vice President, the Human Resources Director is accountable for leading a multi-functional HR department in the strategic design, implementation and management of all HR programs, policies and procedures. As a key member of the leadership team and with the support of the HR team, the Director will recommend and in a highly participative manner, lead and implement HR initiatives that are aligned with and that support the execution of the business’ business plan and strategic priorities.

KEY AREAS OF RESPONSIBILITY AND ACCOUNTABILITY
▪ The Director will, as a trusted business partner, interact effectively across the organization; s/he will develop a solid understanding of the competitive market of the company and of the dynamic
nature of the business, and help further develop a multi-year strategic plan
▪ Design, develop and implement an HR and people plan that aligns well with the overall business
plan and follows human resources policies, programs and practices for hourly, salaried and
executive employee groups that strive to meet the company’s strategic goals
▪ Develop and deliver in a highly participative manner, an employee-oriented, high performance
company culture that emphasizes entrepreneurship, diversity, integrity, quality, and continuous
improvement
▪ Manage, develop, and mentor an HR team that aspires to become a strong business partner to the
organization
▪ Identify, develop and maintain HR policies and practices that are compliant with current legislation,
corporate values, work environment and employees
▪ Conduct an assessment of the HR department and its level of support delivered to other functional
teams and, in particular, operations; identify gaps and develop a path to close them and to deliver
an appropriate level of ‘best HR practices’
▪ Leadership of Labour Relations activities, including fostering positive union relations, contract
administration, grievance management, arbitrations, and collective bargaining
▪ As needed, represent the company at various labour, Human Rights and workers compensation
proceedings
▪ All talent management initiatives including but not limited to the development and execution of
various talent acquisition, talent development, and talent retention strategies for all levels of the
organization, ensuring programs are designed to promote loyalty, commitment and a career
orientation for employees
▪ Revise compensation programs and align them with talent management processes in order to
attract people for all levels of the organization in a highly competitive industry and drive new
behaviours and practices that lead to reduced turnover and higher employee engagement
▪ Leadership of organizational development strategies including but not limited to development and
implementation of workforce planning programs, succession planning programs, performance
management and engagement initiatives
▪ Lead training and development initiatives that will develop the knowledge, skills and attributes of
the company’s frontline, administrative and management employees
▪ Leadership of HR systems and data, ensuring accurate and effective information flow; use the data
to improve the performance of the HR team and the ability of the company to achieve its business
plans and strategic objectives
▪ Development of HR metrics to support and enhance business performance, and demonstrate the
value and efficacy of HR programs and processes
▪ Overall development and management of the Human Resources budget, and,
▪ Other duties as required.

THE IDEAL CANDIDATE
The ideal candidate will possess the following credentials, experience and skills:
▪ University degree in Business Administration or related discipline or equivalent knowledge and
experience; CHRP/CHRL designation is recognized asset
▪ 10+ years of human resources experience, the majority at a leadership level with demonstrated
experience in leading and managing the performance of professional, administrative and front-line
employees; experience gained in a multi-location, logistics-oriented industrial services environment
that’s national in scope would be a strong asset
▪ Experience in a senior labour relations leadership role where expertise has been developed in the
negotiation of grievances and in leading the collective bargaining process
▪ Has ideally held organizational development responsibilities including demonstrated experience in
developing and delivering talent acquisition and retention strategies
▪ Effective leadership skills; sound financial management and strategic business planning capabilities
▪ Highly developed interpersonal skills with the ability to interact and communicate effectively at all
levels of an organization
▪ Has a track record of becoming a trusted HR business partner who understands the problems and
focuses on collectively finding solutions
▪ Able to adapt to a fast-paced environment that requires a constant reset of priorities and a
commitment to achieving deliverables; is able to delegate effectively
▪ Strong strategically while also willing and able to take a hands-on approach to getting things done;
able to quickly and seamlessly shift from one end of this spectrum to the other on a frequent basis
▪ Well-developed planning and organizational skills and ability to deal successfully with conflict
▪ Demonstrated skills in change management, including an ability to initiate, lead, and implement
progressive and proactive human resource policies and programs
▪ Sound knowledge of relevant region specific employment standards and legislation
▪ Confident self-starter with a practical and pragmatic approach; can effectively present/defend an
opinion and make/execute sound recommendations; can exude a level of control and pride for
his/her department that’s recognized and valued across the organization
▪ Projects contagious energy and a passion for their profession and the business, and,
▪ Can call on a sense of humour.