Group Human Resources Director

*The role below has been written with purpose in line with our clients needs, vision and goals. This role is not a step up role or aspirational role. This brief has been written with reference to our client goals and and competencies that are not matched will not be shortsighted for this critical brief.

The key purpose of this role is to scale up a thriving, aggressive, entrepreneurial business and support and advise the board in their quest for huge growth and success in their defined markets. This is not a role for someone not looking to be part of success story, or a person who is looking for work from home half of the week. This is a building role leading from the front supporting exceptional leaders.

Group Human Resources Director

The Role (Based onsite in Bolton, Ontario):

This person will lead an HR team, today comprised of two individuals (Sr. HR Manager, HR Generalist) while working closely with the entire senior executive team to provide consultation on key HR functions and processes including structure, culture and employee engagement, people management and development, succession planning, compensation and benefits, training, communications, and labor relations.

The incumbent will have the ability to set and achieve goals, problem solve, think strategically, and communicate effectively at all levels of the organization. They will also feel comfortable rolling up their sleeves as necessary, to make things happen. The candidate will have an elevated level of emotional intelligence and be a strong team player working effectively at all levels and with all functions. Familiarity with best HR practices and capability to build and implement talent management systems and increase organizational effectiveness will be a success factor in the role.

This profile will have a mix of hands on transformational exposure. The ability and expertise of scaling up a business' that will double in T/O within 24 months. A profile who can be agile and lead adaptive and disruptive change.

A people driver, an advisor and mentor to the SLT a strategic operator who has delivered strategy planning, resource planning, manpower planning. A profile who can staff new warehouses, manufacturing plants and supply chain teams both within North Americas and the US.

The key priorities for this role include.

Develop a strong multi-year HR agenda and ensure priorities align with organizational goals.

Advise leadership on the optimal structure to support a growth-based agenda over the next 1-3 years.

Work collaboratively with all departments to understand the talent and development requirements of the organization and develop strategies and tools to help leaders effectively build and enhance a high-performance culture.

Provide sound guidance and advice to fellow members of the senior executive team on HR related matters in accordance with applicable legislations, as well as internal polices, processes and procedures.

Lead the development and implementation of best practice HR strategies to support all steps of the employee life cycle.

Monitor workforce analytics/trends and provide thought leadership and insights on key HR metrics to improve business results.

Proactively evaluate and measure the effectiveness of talent management systems/programs and scale the program as the company continues to grow and evolve.

Develop and implement solutions to assist the organization in overseeing areas including employee engagement and culture, recruitment, communication, career development and leadership skills, employee performance objective setting and performance management, and total compensation and benefits.

Lead the social responsibility strategy and plans in order to create business value while promoting positive social change.

Manage the pace and method of implementing HR strategies such that they balance the needs/abilities of the existing culture and the availability of resources.

Demonstrate a high emotional intelligence including strong empathy and self-awareness and the need to be highly visible and accessible as the head of HR.

Be a strong change agent to effectively influence colleagues and lead the organization through the introduction of new culture and people related initiatives.

Promote and foster a culture and environment that is inclusive, open, empowering, respectful, safe, and equitable, and coach others to behave and make decisions in line with our values.

Build outstanding relationships with employees across all levels of the organization in order to have a pulse on the business and understand the state of employees’ engagement.

The key leadership profile/competencies for this role include.

Team Leadership

Set key performance stands for the HR function and contribute to overall AEL team development. History of building teams

Ability to get things done through others.

Coach, develop and mentor.

Support Strategy Development

Operate at the highest level to support strategy development.

Ability to dive deep where needed on relevant issues.

Sound conceptual and strategic awareness/capabilities

Sound business acumen and solid HR operational skills

Influencing and Collaboration

Builds strong relationships.

Communicates with confidence, with a no ego.

Unafraid to challenge assumptions, demonstrate conviction,

Approaches things with and open mind

Results Orientation

Energized by new challenges and desire to create something special.

Instill a culture of accountability and distributed leadership.

Roll up the sleeves acumen that can also migrate between 40,00 feet and day to day.

Ability to make bold decisions and take others with them while doing so.

Ability to set enterprise stretch goals and implement processes and systems to measure and deliver results.

DESIRED ACADEMIC BACKGROUND, SKILLS & EXPERIENCE

The suitable candidate will possess:

Bachelor’s/ master’s degree in human resources management; certification from an internationally recognized certification body (e.g., CIPD)

A minimum of ten (10) years in a role of Head HR/Director, in large, multinational Organization of a headcount of 300+ employees with $250M T/O. A change agent who has a balance of MNC and family business exposure to adapt and add stability and resilience.

Exposure to the Food Production sector or worked within the FMCG/CPG within a fast-paced matrix organization.

The key criteria and competencies here are to drive policies and procedures, build a solid sustainable HR function and give advice and counsel to the leadership team.