Vice President, People & Culture

Position Summary

We are currently recruiting for a Vice President, People & Culture to join our Canada Leadership Team. This is a hybrid role that can be based in either our Waterloo Head Office or our Toronto office .

Demonstrate with consistency, confidence and currency strong executive leadership and strategic direction to invigorate Crawford’s employee focused people strategy.

Lead the human resources team with a laser focus on creating a culture aligned with corporate values to support strategic imperatives.

Partner closely with human resources team to ensure collective focus on best practices in employee engagement, recruiting and professional development, talent management, performance process, career and succession planning, total rewards programs, policy development and compliance.

Direct and oversee People & Culture to ensure human resources business partnering, employee relations, diversity & inclusion, disability, health & safety are aligned to human resources strategies supporting business outcomes.

A strong focus on strategic leadership and visioning that advances the culture and promotes diversity, equity, inclusion and belonging (DEIB) and a positive employee experience across Crawford.

Contributing member of the Crawford Canada Executive Leadership Team. This position will strive to liaise with various people & organization centres of excellence across Crawford globally (where appropriate) as business needs evolve.

Responsibilities

ESSENTIAL ACCOUNTABILITIES

Employee engagement and communications. .,

• Develop and execute a comprehensive employee engagement and communications program.
• Manage employee recognition and awards program to optimize impact.
• Lead annual employee engagement survey review and action planning.

Recruiting and training. .,

• Partner closely with human resources team to create a compelling corporate and employee value proposition to attract top talent.
• Coach to human resources leader(s) and team member accountability for internal / external recruiting excellence to support business requirements.
• Ensure strong alignment between training programs, retention and support of business objectives.

Talent management and performance process. .,

• Diagnose trends and root causes impacting organizational performance; drive, develop and execute quality solutions.
• Ensure programs are in place to evolve a culture shift to higher performance, ownership and accountability, speed to decision-making, progress over perfection and succession readiness.
• Introduce and promote strategies that lead to internal promotions and organization mobility.
• Implement a comprehensive employee performance and goal setting process to set employees up for successful growth.

Total rewards program .,

• Collaborate with the leadership and human resources team to deliver a competitive total rewards program.
• Work closely with human resources team to benchmark total rewards with peer groups and recommend changes as required.

Policy development and compliance. .,

• Demonstrate advanced knowledge of internal business operations and industry best practices that ensures integration into the development of HR strategies.
• Ensure corporate policies are aligned with industry best practices and in compliance with legislation.
• Recommend policy updates and enhancements as required and collaborate with the human resources team to review and update policies on a regular basis.

Depart administration .,

• Lead, coach, mentor and inspire the human resources team to collaboratively lead employee engagement.
• Develop and monitor key-performance-indicators and budget targets for the human resources department.
• Participate in special projects and initiatives in Canada and globally, as required.

LEADERSHIP ACTION & BEHAVIOURAL EXPECTATIONS

Strategic Leadership

Create, influence and shape a desired future state (vision) by integrating organizational values, individual and team goals.

Positively reinforce the importance in self-organization and development of talent to support a sustainable high-performance culture at Crawford.

The visionary leader will need to look at the realm of possibilities and leverage talent while the strategic leader fills in the details, takes action, collaborates / partners closely at all levels of the organization. Key Behaviours :

• Propose game changing employee strategies / approaches to support people development, talent retention and in evolving a growth mindset.
• Collaborate closely with executive team and direct reports to align people and culture to Crawford values and strategic objectives.
• Establish, communicate and reinforce departmental priorities when implementing new directives to build a more sustainable cadence and rigor for excellence in execution.

Judgement (Decision-Making)

Commits to an action after developing alternate courses of action based on logical assumptions and factual information that take into consideration resources, constraints and organizational values. Key Behaviours

• Ensure that actions proposed satisfy the need (problem or opportunity) supported by a risk analysis and in considering short to long-term impact of decisions.
• Takes organizational views into consideration when making decisions with keeping the appropriate people involved and informed.
• Choose solutions with the best benefit-to-cost ratios.

Requirements

Knowledge and Skills :

• Demonstrates leadership and business savvy, brings currency and a strong track record leading change management initiatives, communication and collaborative skills, valuable expertise / knowledge of HR best practices, models and legal requirements.
• Models a sense of urgency; confidently pivots to reprioritize based on new information or in response to business needs while keeping top of mind and in play a growth mindset.
• Demonstrates success creating strategic direction, plans, and in driving sustainable improvements in support of business results.
• Articulates implications of HR policies, laws, regulations related to business-units or organizational-wide decisions, policies and processes.

Experience :

• Minimum of 5 years of executive leadership experience in a role of comparable size and scope.
• 3 years hands on experience leading large scale change management and employee engagement programs.

Education :

• Bachelor or Master’s Degree in Personnel, Human Resources, Business Administration, Insurance or a related field.
• Certified Human Resources Leader (CHRL) or Certified Human Resources Executive (CHRE)

Additional Information

We thank all applicants for their interest in Crawford & Company however, only those selected for an interview will be contacted.

Crawford is an Employment Equity employer committed to diversity and inclusion. We welcome applications from visible minority group members, women, Aboriginal people, persons with disabilities, members of sexual minority groups and others who may contribute to the further diversification of ideas.

Crawford is committed to accommodating applicants with disabilities throughout the hiring process, in accordance with the Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act and Crawford’s own policies.

We will work with applicants requesting accommodations at any stage of the hiring process. Applicants are required to provide their accommodation needs in advance and submit adequate documentation to support their request for accommodation in the assessment process and / or to perform the essential duties of the posted position.

If you have an accommodation need, please email as soon as possible to make appropriate arrangements.