Director, Human Resources and Administration

Purpose of Role

The Human Resources & Administration Director (HRAD) works closely with Tamir’s leadership team to promote a healthy and inclusive work culture, job satisfaction, positive relationships, employee engagement and professional development.

The HRAD leads the HR team through the full cycle of Talent Management activities (recruitment, selection, onboarding, training, development, engagement/retention, performance management and succession planning), administers Tamir’s total rewards strategy (pension, benefits, compensation and classification) and offerings, supports the processing of payroll and supports all Employee Health and safety functions as well as Employee and labour relations.

The HRAD supports consistent and standardized HR policies and processes and approaches this support with a mindset of continuous quality improvement while promoting a culture of teamwork, learning and ensuring the team is supported with training, tools/resources as needed to be successful.

The HRAD is aware of and maintains up to date knowledge of any changes relevant to labour legislation and HR best practices and is accountable for ensuring that Tamir’s practices are aligned with legislative requirements and best practices at all times. 

With regards to Tamir’s strategic plan, the HRAD plays an important role as a change agent and is tasked with the responsibility of ensuring that change efforts go smoothly. 

The HRAD is also responsible for planning, procurement, budgeting, implementing, and maintaining Tamir’s Information Technology (IT) hardware and software systems. 

The HRAD supervises and supports the HR Administrator (HRA), the Scheduling Coordinator and IT support staff.

Role and Key Responsibilities

Talent acquisition and retention
•    Lead the development of a proactive Talent acquisition and retention strategy, and operationalizes strategy to ensure Tamir has the right people, in the right place at the right time to support the organization in executing its strategic plan.
•    Manage the talent acquisition process, which includes recruitment, selection, interviewing and hiring of qualified job applicants, onboarding, training, performance feedback, professional development and retention.

Training and Development
•    Develop a plan that is comprehensive and supports the performance evaluation program; one that includes all required mandatory training, training that enhances job duties and will improve service delivery and practices as well as facilitate the implementation of the strategic plan.
•    Partner with the leadership team to understand present and future skills and competencies to recommend and provide appropriate learning opportunities for leaders.
•    Create learning and development programs and initiatives that provide internal and external development opportunities for employees.

Total rewards
•    Analyze trends in compensation and benefits, research and propose competitive salary and benefits programs to ensure the organization attracts and retains top talent.
•    Ensure compensation and benefits programs are communicated appropriately.
•    Determine employee eligibility and manage enrolment, changes, terminations, claims, etc.
•    Inform employees of their benefit options and respond to inquiries from employees. 

Employee and Labour Relations
•    Provide expert advice and guidance on the interpretation and implementation of the collective agreement, labour and employment legislation, as well as HR policies and procedures.
•    Provide centralized oversight for key labour relations activities.
•    Collaborate with appropriate stakeholders on employee relations and conflict resolution as required, balancing risk mitigation and employee experience.
•    Conduct labour management meetings and act as primary liaison with the bargaining unit.
•    Investigate, document and respond to grievances up to stage 2.  Recommend appropriate measures for grievances taken further.
•    Oversee employee disciplinary meetings, investigations and terminations.

Health and Safety
•    Lead Health and Safety programs to ensure a safe and secure work environment through best practices to foster physical and psychological health, effective disability claims management, strong working relationships with key stakeholders, and knowledge of legislative requirements throughout the organization.

WSIB
•    Lead Tamir’s WSIB claim management, return to work agreements, accommodation requests and leave requests with employees.
•    Provide support and leadership to management in managing employees, WSIB claims adjudicators and physicians.

Scheduling
•    Provide oversight and support to all aspects of the Scheduling function.
•    Provide support in problem solving time constrained concerns as they arise with scheduling staff.

Information Technology
•    Recommend technology strategies, policies and procedures.
•    Develop/interpret organizational goals, policies and procedures as they relate to IT.
•    Assist in controlling budget expenditures, including equipment budgeting and procurement planning & reviews.
•    Coordinate / manage mobility/television/internet/telephony, device management and contracts/pricing.
•    Establish organizational IT priorities, standards and deadlines.
•    Evaluate/research, plan, and coordinate software system choices to meet organizational goals.
•    Aid in determining service levels, IT budgeting, scheduling expenditures.
•    Asset (IT) management.
•    Create/revise IT policies and procedures.
•    Work in collaboration with IT vendors to ensure maximum uptime for end users.

Other responsibilities
•    Manage the complaints process, documenting the complaints and responding to the family or outside person as applicable
•    Perform other duties, as required.
 Note:  This job description does not provide an exhaustive list of responsibilities and duties.

Required Skills/Abilities
•    Inspirational leadership to create a sense of direction and purpose for leaders and employees in promoting a healthy and inclusive work culture, job satisfaction, positive relationships and employee engagement.
•    Strong client focus to strive for optimal client service and employee experience.  Ability to develop rapport with co-workers and leaders to develop an understanding of their needs.
•    Excellent interpersonal, negotiation and conflict resolution skills.  Ability to influence and manage complex situations with tact and diplomacy.
•    Excellent organizational skills, with the ability to work efficiently under pressure, to manage time and priorities as well as delegate tasks appropriately.  Work effectively as a proactive team player.
•    Excellent verbal and written communication skills
•    Ability to filter and analyze data and to present the information to support proposed recommendations
•    Ability to act with integrity, sound judgement and confidentiality.
•    Thorough knowledge of employment-related laws and regulations
•    Strong knowledge of HR best practices and change management as well as a commitment to ongoing professional development within the Human Resources field.
•    Knowledge of contemporary IT computer networks, network administration and network installation, computer hardware and software systems and programs, web-based programs, as well as a clear understanding of related business systems techniques. 

Education and Experience
•    Undergraduate degree in Human Resources, Business Administration, or related field.
•    A Certified Human Resource Professional (CHRP) / Certified Human Resource Leader (CHRL) designation.
•    Minimum 5 years as an HR Generalist and a minimum 3 years at a senior HR management level 
•    Knowledge and understanding of a Jewish work environment, an asset.
•    Proven experience in the area of labour relations in a unionized environment.
•    Experience with a not-for-profit organization would be considered an asset.

Working Conditions and Physical Demands 
•    Performs work under typical office conditions with some minimal physical effort required.  Exposure to noise from computer related equipment i.e.: printers, photocopiers, fax machines, telephones, etc.
•    Must be able to lift up to 50 pounds if required.
•    Physical agility: daily routine requires reaching, turning and stooping to access and store documents. 
•    Muscular strain: work involves a variety of positions, but may at times require sitting for long periods. Requires the ability to operate a keyboard and view computer screens for extended periods of time if necessary.
•    Mental and Visual Demands: concentration, visual attention and viewing computer screens for extended periods of time if required. Requires fully correctable close vision, colour vision and depth perception.
•    Hours of work are generally 40 per week, Monday to Friday from 8am to 4pm. Hours may vary from time to time to accommodate job requirements and to respond to emergency situations.