Director Human Resources

The Role

Reporting to the Chief HR Officer, the Director, HR will function at both a strategic and operational level to add value to the growth agenda of the organization from a people perspective.  While bringing best practices in human resources, the successful candidate needs to understand the ins and outs of a rapidly growing organization and be able to navigate their way in an extremely fast-paced entrepreneurial company.

Key Responsibilities

Strategy

• Working in tandem with the CHRO on strategic and operational decisions, participates in the development and oversight of HR strategies and functions including talent acquisition and on boarding, engagement and leadership, succession planning, diversity, equity and inclusion, health and well-being, policy compliance, risk management, compensation and total rewards, etc.
• Provides leadership for HR programs and services (e.g., compensation strategies, annual salary process, employee health well being and safety, employee and labour relations, leave management, organizational effectiveness, performance management, recruitment and retention)

Talent

• Talent Acquisition – has oversight for the recruitment strategy, process and tools to source and hire talent across a wide variety of disciplines at all levels
• Talent/Leadership Development – ensures a robust talent development strategy and tools to ensure all employees receive the training, coaching, development and tools they need to succeed in their roles
• Succession Planning – identifies critical roles and high potential staff and develops and maintains a comprehensive succession plan for those roles and individuals
• Compensation Strategy – ensures the compensation strategy is benchmarked to the industry and that TFP is positioned competitively in the marketplace for all roles and is able to attract and retain top talent; oversight of annual salary review process
• Performance Management – has oversight of the performance management framework (including yearly performance reviews); creation of employee development plans as required
• Employee Value Proposition and Culture – key stakeholder in the company’s value proposition and works to ensure a culture of inclusion, diversity, professionalism and value

Leadership / Relationship Building

• Oversight of direct reports responsible for HR administrative functions (including HR staff at the clinics); coaches, trains, mentors and develops the team
• Builds and retains strong working relationships cross functionally at head office as well as with staff at all levels within TFP network and externally as required

Qualifications and Skills 

• 10+ years of human resources experience, some of which is in a disciplined and structured organization with experience around best practices in HR programs, processes and tools development and the remainder in a fast-paced and fast-growing start up entrepreneurial environment
• Undergraduate degree in a related discipline; demonstrated commitment to continued education and learning; maintains current knowledge in the HR field and best practices
• CHRP, CHRL or CHRE professional designation with career progression through various HR functions such as talent, recruitment, rewards, employee relations, learning and development
• Strong working knowledge of Canadian and provincial employment related laws and regulations; labour relations experience an asset
• Excellent facilitator and communicator with a proven ability to engage at all levels within the organization and throughout the clinics; strong relationship building skills with a consultative, mutual problem-solving approach
• Strategic thinker with excellent judgement and negotiating and influencing skills
• Comfortable with ambiguity and an environment that is like a start-up that is rapidly growing and fast moving
• Ability to build trust; ensures people feel heard and acts with professionalism and integrity
• Maintains a high degree of discretion; able to maintain confidentiality and manage highly sensitive information
• Technologically proficient; early adopter of HR technology and tools including applicant tracking systems (ATS) such as Taleo, Jobvite, BambooHR and HR Information Systems (HRIS) such as Workday, ADP, BambooHR, Namely, etc.

Additional Criteria

• Excellent “EQ” and a strong track record for having successfully partnered cross functionally at all levels both internally and externally
• Conduct consistent with our Values:Excellence, Inclusion, Integrity, Teamwork, Innovation, Stewardship and Philanthropy
• Strong leadership skills and successful mentor
• A team player who enjoys a high-performance culture
• Proven ability to think strategically and implement tactically
• High energy, ambitious, innovative

The Fertility Partners (TFP) officially launched last year with the acquisition of its first group of fertility clinics immediately creating a presence in several provinces across Canada and growing. We are driven to be a world class business partner of choice for leading IVF clinicians with the goal of achieving global best clinical outcomes, an international reputation for excellence and exceptional patient experiences. Our team is composed of best-in-field industry leaders, managers, physicians and financial analysts working collaboratively to optimize the fertility clinic experience and provides partner clinics with full back office support including sophisticated social/digital marketing, HR and recruiting, talent/team development, IT/security/privacy, legal and regulatory, accounting, capital for growth and consulting, and a collaborative synergistic medical-scientific, professional and business environment as required.