HR Director

Position Summary

The HR Director manages and coordinates company-wide efforts to ensure that performance management, employee wellbeing and employee development are being done effectively.

Using a data-driven focus the HR Director will manage priorities for improvements aligned with ongoing strategic imperatives. This position will also conduct full life cycle recruitment in sourcing the best talent for the Company, as well as maintaining effective programs for retention, promotion, and succession planning.

The ideal candidate will have prior experience in Human Resource management and recruitment, with a thorough understanding of HR policy and procedures. The role will involve employee orientations, benefits administration, compensation, rewards, and conflict resolution, but there is great opportunity for developing and refining systems. We are eager to find an HR Director who easily connects with people and has a detail-oriented mindset to handle the changing nature of the workforce.

Objectives of this Role

The HR Director conducts full cycle recruitment and supervises the organizations hiring process, from recruiting, interviewing, and hiring new staff. They assist with recruitment efforts and prepare employees for assignments by establishing and conducting orientation and training programs.

They help connect executive with employees, build an employer brand, improve employee engagement, build strategic talent resource plans for retention, promotion, and succession planning.

The HR Director oversee, refine, and execute employee standards and procedures, using and improving HR existing and recommended systems and processes.

They ensure legal compliance by monitoring and implementing applicable HR provincial, federal and (USA) state requirements, and maintain records.

They identify and recommend areas of improvement to internal standard operating procedures, including team restructuring and morale.

Key Responsibilities

• Performance Management Initiatives
• Employee Relations
• Full Cycle Recruitment
• HRIS System Analysis
• Training and Development
• HR Advisor for the Executive Team

Duties

• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal benchmark for top talent.
• Collect, analyze, and maintain data to inform targeted leadership development (e.g., succession planning).
• Participate in organizational strategic planning and provide leadership to develop Performance Management and Quality Improvement policies.
• Research and assist in the development of Performance Management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and hiring community to influence and impact the recruiting process and hiring.
• Bridging management and employee relations by addressing demands or other issues.
• Assess training needs to apply and monitor training programs.
• Oversee and manage a performance appraisal system that drives high performance.
• Report to management and provide decision support through HR metrics.
• Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.
• Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.
• Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the company’s diversity and inclusion strategic plan.
• Conduct presentations and training.
• Ensure that organization-wide talent management and Performance Management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
• Managing the recruitment and selection process.
• Recruit full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle recruitment (post, source, pre-screen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.
• Within the HRIS System collect and coordinate aggregate data for talent pool and translate the data into insights through data analysis that drives deliberate action plans at the appropriate levels.
• Administer HR Policy, benefit administration, compensation, and rewards.
• Ensures legal compliance by monitoring and implementing applicable human resource Canadian and US provincial, federal, and state requirements; conducting investigations; maintaining records.
• Plan, monitor, and appraise HR activities by scheduling management conferences with employees, training managers to coach and discipline employees, and counseling employees and supervisors.
• Champion the onboarding process, ensuring the process is up to date and of high quality, providing clarity and connection for all employees and their role in relation to the overall vision.
• Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
• Nurture a positive working environment.

Requirements

Education

• An undergraduate University degree in HR Management or Business Management is required. CHRP Certification is required.

Experience

• A minimum of five years of progressively responsible business development and HR generalist experience in a professional environment.
• You must have at least five years of leadership and management experience within a HR leadership role.
• You must have demonstrated experience developing and implementing strategic business, HR, and staff initiatives.

Leadership

• Proven working experience as HR Manager. Leadership experience working with an extensive number of stakeholders and demonstrated ability to manage varying needs and work styles. You are an expert in delivering high caliber HR initiatives serving a complex structure. You can manage political situations and have a proven ability to deliver successful HR development initiatives within a multiple stakeholder’s environment.
• People oriented and results driven
• Handle confidential matters with discretion

Strategic

• Experience in shaping and initiating HR business strategies and leading HR performance management initiatives
• Ability to architect strategy along with leadership skills

Technical

• Strong understanding of HR emerging technologies and the ability to stay abreast of advancements which may be applied to improve business efficiencies and effectives Excellent organization and project management skills experience.
• Demonstrable experience with Human Resources metrics
• Knowledge of HR systems and databases
• Experience working in Ceridian and HRIS system