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Director, Human Resources, Client & People Services (Hybrid, Toronto)
Company | Law Society of Ontario |
Address | Greater Toronto Area, Canada |
Employment type | FULL_TIME |
Salary | |
Category | Legal Services |
Expires | 2023-08-15 |
Posted at | 9 months ago |
Role Summary
- Depth of DEI knowledge with a commitment to ongoing DEI learning and applying that to your work.
- Knowledge of current trends and developments in the human resources field.
- Excellent knowledge of Human Capital Management systems, and vendor interface systems.
- Demonstrated ability to reason through complex spoken and written information.
- Excellent understanding of HR analytics and performance metrics to support evidence based decision-making.
- Solid understanding of employment related legislation.
- Excellent knowledge of effective human resources services delivery.
- Minimum Bachelor’s degree in business, human resources management or related field. Other post graduate training and specialized designations are considered an asset.
- Excellent grasp of delivering relevant and strategic human resources services.
- Expressive and persuasive in both spoken and written language for individual and/or group situations.
- Minimum 15 years of experience focused on talent and organizational development, utilizing strengths in change management and project management, including experience with leading high-profile projects, excellent execution of strategies, process improvement, and communication.
- Provides the SMT with appropriate analysis with respect to the organization’s readiness for, and advisability of, embarking upon a variety of strategic initiatives taking human capital needs into consideration.
- Leads the development and execution of the multi-year Human Resources Plan in collaboration with senior leaders.
- Advises senior management and managers regarding strategic approaches for organizational structures, management methods and styles, and Law Society policies, practices and ‘culture’ to achieve strong and effective employee performance.
- Takes an active leadership role in the development and implementation of the Law Society’s strategic plan and related business planning processes, providing advice on the importance of people in the planning process.
- Fosters a healthy workplace, leading programs and initiatives geared towards wellness and a healthy work environment.
- Provides vision and technical expertise to ensure high quality of services and that quality levels are maintained, and deliverables are achieved.
- Supports the Executive Director, Client & People Services in preparing reports, etc. for the relevant committees of the Board.
- Drives a range of performance and operational improvement activities, targets and metrics to optimize the performance of the Human Resources function.
- Fulfils fiduciary requirements with respect to the governance, management and operations of the employee pensions plan.
- Ensures the organization’s human resources practices, programs, and policies are in compliance with relevant legislation.
- Establishes and maintains total rewards management, ensuring effective compensation, benefit and pension management infrastructures are developed, managed and implemented.
- Ensures the organization’s human resources practices, programs and policies are in compliance with relevant federal and provincial legislation, such as ESA, OHSA, PBA, AODA, CRA, and HRC.
- Analyzes and incorporates performance metrics and risk indicators in formulating and executing a Human Resources operational plan with specific targets and measures that aligns with the organization’s strategic plan.
- Contributes to the success of the organization’s strategic plan and operational plans by providing leadership related to people, including resourcing needs, engagement, talent management and change management.
- Demonstrates personal excellence, bringing knowledge and functional expertise to the team.
- Contributes to decision-making and processes, generating ideas, which are strategically sound, integrated with the Law Society’s broader mandate, and achievable in a timely, balanced and fiscally sound manner.
- Implements changes to ensure the effective implementation of changes to policy and/or practice, communicating changes to managers and employees.
- Anticipates and monitors legislative changes, which may impact upon organizational HR policy and practice(s).
- Oversees the development and implementation of policies and procedures related to effective human resources practices linked with the Law Society’s goals, and ensures that policies and processes are consistently applied to ensure the fairness of the application of processes.
- Develops and monitors the HR budget, adjusting plans as required. Identifies operational and staff budget requirements, preparing forecasts and projections, monitoring budget adherence, identifying/explaining variances and discrepancies and authorizing expenditures within budget and approved limits.
- Develops and monitors corporate training budget, assessing organization-wide training requirements and implementing the corporate training agenda in support of organization-wide culture change initiatives and requirements.
- Negotiates contracts for services with vendors and outsource service providers.
- Acts as a trusted advisor with a focus on client service; builds and maintains relationships with senior leaders to develop a clear understanding of business needs; ensures cost effective delivery of human resources services to meet those needs and is able to respond with agility to changing demands.
- Develops mutually beneficial relationships with key external stakeholders, professional associations, partners and industry colleagues to share information, maintain currency on emerging best practices, trends etc. identify emerging risks and opportunities.
- Develops and maintains working relationships with third party vendors, leveraging where appropriate and maintains strong contract management.
- Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviours, and proactively managing bias.
- Ensures that the HR team adds value to organizational culture change and performance improvement initiatives through ongoing communication, coaching, consultation and problem solving around the effectiveness of the client centered model of human resources service delivery.
- Fosters a team environment by role modeling leadership behaviour, empowering employees accountable to the Director, and building team capability.
- Hires, trains, develops and evaluates employees accountable to the Director, in accordance with the policies of the organization and best human resources practices.
- Term (External): Permanent
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