Inaugural Director, People and Culture

DUTIES, RESPONSIBILITIES, AND RELATED TASKS:
1. Organizational

• Assist in the planning, implementation, and evaluation of programs and services.
• Have a strong commitment to quality improvement (QI) and support continuous process improvement on team, organizational, and system levels.
• Comply with and provide input/recommendations on agency standards, policies, procedures, and guidelines; with accountability for Human Resource practices.
• Participate in internal and external committee meetings as required and accountable for the People (HR) Committee that represents CMHA staff and management needs.
• Co-Lead/contribute to the diversity, equity and inclusion (DEI) strategies.
• Work in collaboration with the Senior Leadership Team (SLT) and Management Team towards the achievement of the agency mission, strategic priorities and operational directions and goals.
• Promote effective employee relations by encouraging increased engagement, integration and workforce optimization as well as promoting and encouraging lifelong learning, professional development, ‘Just Culture’ principles and accountability.

2. Program and Services

• Provide leadership for all aspects of the employment cycle, i.e. recruitment and retention, orientation, talent management, succession planning, performance improvement plans and resignations/terminations within the agency, in collaboration with the CEO and management team.
• Contribute to CMHA's vision for client service excellence, including continuously assessing corporate performance.
• Provide leadership in the agency’s Strategic Plan, and assigned accountabilities.
• Participate as a member of the SLT, Management Team, assigned Board Committee(s), and other committees as co-determined with the CEO.
• Chair the People (HR) Committee, in consultation with SLT.
• Lead/support the Health & Safety Committee and provide executive oversight on Health & Safety initiatives (e.g., training program, health & safety policies & processes)
• Plan for the organization to meet or exceed the National Standard of Canada for Psychological Health and Safety in the Workplace.
• Support Learning Organization efforts and lifelong learning processes and approvals.
• Ensures evidence-based best practices are embedded in all HR programs, including staff engagement and cultural transformation efforts, in conjunction with other agency committees.
• Lead/participate in the development of policies, procedures, and standards as related to your portfolio, ensuring compliance with all relevant legislation.
• Liaise with the HR team and FCV managers in preparing the annual People plan, submitting said plan to the People (HR) Committee and SLT for approval.
• Assist in the development of funding proposals, as approved by the CEO.
• Provide oversight and support delivery of the agency’s performance management program, providing the management team with the necessary guidance and support throughout the cycle while ensuring alignment with ‘Just Culture’ principles
• Approve and redesign job descriptions and performance reviews (as per industry standards), in collaboration with the managers and respective SLT member to ensure consistency.
• Co-Lead (with Finance) the development of compensation and benefits program, based on a bi-annual benchmarking process with job-evaluation.
• Provide oversight and support to HR team for all aspects of WSIB claims, leave of absences, workplace accommodations and Return to Work Plans.
• Provide support and training to the Management Team, including advice and guidance on relevant legislation and HR best practices and issues management.
• Embrace the CMHA ‘Open Door Policy’, allowing any agency staff access to receiving guidance and support on Human Resource issues.
• Support establishment of e-solutions to improve operations for HR and FCV programs.

3. Monitoring and Evaluation

• Monitor the effectiveness of HR programs/systems and recommend process improvements with a goal toward efficiencies/effectiveness (i.e., best practice, evidence-based, industry standards, etc.).
• Implement and evaluation of People-Centred and Cultural Transformation strategies, building upon actions identified within the 2021 to 2025 CMHA SCB Strategic Plan
• Contribute to agency-wide annual all staff retreat and program review days.
• Participate in the development/implementation of program-specific evaluation tools.
• Prepare monthly updates, quarterly and annual program reports.

4. Administrative and Financial

• Participate in the development of the People & Culture portfolio’s operating budget.
• Compile monthly, quarterly, and annual statistical summary reports as well as other records of agency activities in accordance with agency policies and industry standards.
• Assist in proposal development and implementation and evaluation plans.
• Lead/support lifelong learning and professional development initiatives for all employees within the agency, specifically for those who report directly.
• Work with the agency’s Group Benefit Broker to ensure efficient and cost effective administration of benefits, in collaboration with the CEO and Finance.
• Ensure employees submit all required documentation and that all Human Resource files are up-to-date and accurate, as per agency policies and code of conduct/ethics.
• Ensure probationary periods and performance review dates are monitored and recorded, with regular reporting to the management team to ensure their compliance.
• Liaise with SLT and People (HR) Committee in the development, review, and maintenance of the agency’s Human Resources policies and procedures.
• Assist in the development of the agency’s annual budget.

KNOWLEDGE, SKILL AND BEHAVIOURAL COMPETENCIES REQUIRED:

• Authentic leadership style and strong management capabilities.
• Strategic planning experience and knowledge of how the vision, mission, values and strategic directions relate to operational actions for risk management, quality improvement, professional practice, staff engagement, people management and health and safety.
• Embrace our harm reduction and client and family-centred recovery model, and demonstrate understanding of trauma-informed approaches, basic principles and practices of not-for-profit community-based service delivery.
• Be empathetic to those living with mental health, addictions and gambling issues.
• Experience in leading/participating in DEI initiatives and deep knowledge of cultural competence.
• Superior knowledge and compliance with federal, provincial and local employment laws and regulation related to the execution of HR functions, including Employment Standards Act, 2000 and Occupational Health and Safety Act, 1990.
• Understand provincial policy imperatives related to mental health and addictions (MHA) system transformation, including provincial structures, i.e. MHA Centre of Excellence.
• Sound project management, change management and transitions management skills.
• Understand adult learning principles (assessment, planning, implementation and evaluation).
• Excellent interpersonal and networking skills with the ability to influence stakeholders through diplomacy as well as negotiation skills in direct service/organizational/system advocacy.
• Superior conflict management, dispute resolution, problem solving, decision making and workplace investigation skills and experience.
• Exceptional verbal and written communication skills.
• Passion for working in health care is a strong asset.

REQUIRED QUALIFICATIONS:

 Must have Certified Human Resource Leadership (CHRL) or Certified Human Resource Executive (CHRE) designation.
 An undergraduate or graduate degree in human resources, organizational development or a related discipline.
 Minimum ten (10) years combined education and experience in progressively more senior Human Resources positions, including overseeing all aspects of people and culture.
 Experience in Volunteer stewardship and Communications an asset.
 Experience working in a non-unionized, not-for-profit environment is required.
 Knowledge of organizational development theory and practice
 Demonstrated commitment to developing a culture of (internal) customer service within their team
 Proficient in using and implementing Microsoft Office Suite and HRIS
 Fluency in French would be considered an asset.
 Legally able to work in Canada.