Human Resources Director Jobs

The HR Director will report to the Chief Executive Officer. In this role, the HR Director will provide vision, leadership, planning, project coordination and management for the development of a cost-effective department, while concurrently facilitating efficient operations to meet current and future business needs of the organization. The Director of Human Resources will understand and demonstrate ethical behavior and business practices and ensures that their own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization.

DUTIES AND RESPONSIBILITIES

The Director of Human Resources is responsible for the following essential functions and responsibilities.

General HR Administration and Systems

• Supervise, direct and mentor the human resource staff.
• Understand, interpret, and share relevant laws, best practices, accreditation standards and guidelines set by relevant associations related to personnel management and ensure all HR processes and actions comply with these laws.
• Provide vision, leadership, planning, and project coordination for the utilization of Human Resources Information System/Software ("HRIS") within the organization.
• Working alongside senior leadership (management and directors) to plan, direct and supervise all HR activities relating to quality assurance, finance, IT, social media etc. as required.
• Provide oversight and direction regarding talent management including recruitment, terminations, training and development, compensation, and organizational structure.
• Assume the lead role on human resource benefits and compliance.
• Ensure all HR guidelines, policies and procedures align with culture, values and legislative requirements.
• Work with Senior Leadership to determine pertinent HR metrics and relevant benchmarks to track and trend.
• Attend the Board of Directors meetings as necessary to educate Board members about HR matters, recommendations, and provide outcomes and reports.
• Ensure all relevant memberships, licenses, and certifications are current and consult with our legal counsel regarding employment relations to ensure practices are legally sound.

Candidate Recruitment, Hiring,Onboardingand Retention

• Drive the agency's talent management and development initiatives by identifying and assessing the current and future needs of the organization in alignment with the overall strategic plan.
• Oversee the hiring process to ensure consistency across departments and appropriate communication among staff.
• Design and implement strategic initiatives in the area of workforce planning, performance management, and retention & compensation programs.
• Provide advice, guidance and direction regarding employee relation concerns, up to and including the facilitation of investigations, conflict resolution, disciplinary measures, terminations, staff relocations, etc.
• Provide on-boarding services and agency orientation to all new staff members and ensure department and/or program level orientations are standardized and effective.

Professional Development and Performance Management

• Develop internal staff trainings and identify relevant available external trainings.
• Provide interpretation/guidance to the senior management team regarding employee/labour relations, policies, and performance management.
• Train, coach, and support managers to navigate evaluation, training, promotion, discipline, termination, and other HR issues.
• Collaborate with managers to update job descriptions across the agency and implement a system for regular review and revision to descriptions.
• Design and implement an enhanced performance management system for employee evaluation. Motivate staff to achieve goals through individual and team supervision, coaching, training, and staff development, among other strategies.

Benefits/Payroll Administration

• Research, implement, and maintain salary scales to standardized salary ranges across the agency and relative to peer organizations and internal budgets.
• Evaluate and update the organisation'scomplete benefits plan as required.
• Negotiate benefit plan renewals to balance quality coverage with expenses for the agency and employees.

Health & Safety

• Act as the designated internal Health & Safety lead, review and develop the Health & Safety manual, complete with relevant and legislatively mandated Health & Safety policies and procedures to ensure a safe and secure working environment.
• Carry out regular Health & Safety follow-ups and compliance checks, liaise with external Health and Safety experts when needed.
• In addition to the above, perform other job-related duties as required.
• Source and/or develop training programs as it pertains to Health & Safety topics.

SKILLS AND ABILITIES

• Ability to speak a second language is desirable.
• Ability to achieve goals and align interests through cooperation and collaboration with other groups and cross-functional teams, even where no direct reporting relationship exists.
• Ability to communicate to staff and Board members the short and long-term impact, specific and strategic, of HR policy and procedures.
• Awareness and appreciation for the dynamics of equity issues (diversity and inclusion) especially as it relates to gender, ethnicity, race, and economic status.
• Demonstrated organizational leadership and decision-making capability at a senior management level in a collaborative manner.
• Demonstrated initiative in determining new or modifying existing HR policies and procedures and effectively communicating them to staff and Board members.
• Excellent interpersonal skills in a collaborative and diverse team environment.
• Excellent verbal and written communications skills, including editing skills with meticulous attention to detail.
• Demonstrated ability to exercise sound judgment and maintain confidentiality when dealing with sensitive matters.
• Ability to manage budgets and experience working closely with the CEO to achieve organizational goals.

QUALIFICATIONS

• Identification with the strategic mission, vision and values of the organization.
• CHRL/CHRP/CHRE designation.
• Demonstrated experience leading HR department(s) through strategic and transactional change.
• Experience in Equity, Diversity, and Inclusion (EDI) strategies, processes, trends and innovation.
• Experience with Workforce Now ADP and/or other HRIS software preferred.
• Must have a clear vulnerable sector screening.
• Experience with employee relations.
• Experience in non-profit organizations.
• Minimum 7-10 years of HR Business Partner/Generalist experience across a range of competencies including policy development, hiring processes, evaluations, salary classification, conflict resolution, regulatory issues, risk management and HR best practices.
• Bachelor's degree required, Masters degree preferred, in a related field such as Human Resources or Organizational Psychology.