Vice President Human Resources

Donald’s Fine Foods is a Canadian family-owned and operated business that was established in 1993. From our humble beginnings with two full-time employees and one part-time driver, we have grown to operate three corporate sites and one customer-owned site with an employee base exceeding over nine hundred team members across western Canada. We are also currently working on expanding our organization to operate two new sites and by 2024, we will have an employee base of over eleven hundred team members. As we continue to transition from a SMB to a medium/large size organization, we are growing a more senior executive team, while maintaining an entrepreneurial spirit. The Vice President of Human Resources and Vice President of Food Safety/Quality Assurance / Regulatory Affairs are newly created roles that will help our organization reach to the next level. We are expecting continual rapid growth in our organization and welcome anyone who is willing to take up the challenge.

JOB DESCRIPTION

Title: VP Human Resources (VP HR)

Department: Human Resources (HR)

Location: Lower Mainland, BC – Richmond, Langley

Reports to: CEO (Allan Leung)

Company Background

Donald’s Fine Foods is a Canadian family owned and operated business since 1993. We are a specialty meat and food manufacturer with six facilities located in British Columbia, Alberta, and Saskatchewan. Our products are sold in Canada and around the world.

Brief

As the Vice President of Human Resources (VPHR), you will be a key member of our executive team, responsible for shaping and executing HR strategies that align with our business goals and values. You will lead a team of HR professionals, overseeing multiple functions including HR strategy, labor relations, employee relations, people development, training, performance management, talent acquisition, and foreign labor recruitment. Your strategic thinking, strong leadership skills, labor relations skills, in depth knowledge of employment standards, and in-depth HR expertise will be instrumental in driving our organization's success.

Responsibilities

1. HR Strategy Development and Implementation:

• Provide guidance and leadership on key HR initiatives, policies, and procedures.
• Identify areas for improvement, facilitate change management, and drive cultural transformation initiatives.
• Lead the development and execution of HR programs and initiatives, such as workforce planning, talent management, succession planning, and organizational development.
• Collaborate with executive leadership to define and execute comprehensive HR strategies that support organizational goals and drive growth.
• Provide insights and recommendations on HR best practices, ensuring alignment with industry trends and legal regulations.

1. Labour Relations:

• Oversee collective bargaining negotiations and contract administration to ensure fair and equitable labour agreements.
• Manage our collective agreements and oversee the training and implementation of the agreements.
• Build and maintain positive relationships with labor unions and employee representatives, promoting open communication and effective conflict resolution.

1. Employee Relations:

• Provide guidance and support in addressing employee concerns, grievances, and disciplinary matters.
• Establish and maintain positive employee relations through effective communication, conflict resolution, and fostering a positive work environment.

1. People Development:

• Create and implement career development paths, mentorship programs, and coaching opportunities to foster a culture of continuous learning.
• Champion and drive initiatives that promote the professional and personal growth of employees.
• Collaborate with managers to identify high-potential individuals and create individualized development plans.

1. Training and Development:

• Identify training needs and collaborate with department heads to create tailored training programs that align with business objectives.
• Foster a learning culture that encourages continuous growth and development across the organization.
• Design and implement a robust training and development framework to enhance employee skills, knowledge, and performance.

1. Talent Acquisition and Foreign Labor Recruitment:

• Develop and execute recruitment strategies to attract and retain top-tier talent, including foreign labor, across various functions and levels.
• Lead recruitment efforts, including sourcing, interviewing, selection, and onboarding processes for both domestic and international hires.
• Implement effective employer branding initiatives to position the company as an employer of choice globally.

1. HR Analytics and Reporting:

• Utilize HR metrics and analytics to provide insights and make data-driven decisions.
• Generate regular reports and presentations on HR key performance indicators (KPIs) to the executive team and provide recommendations for improvement.

1. Performance Management:

• Implement performance management systems, processes, and tools to drive employee engagement, development, and productivity.
• Provide guidance and support to managers in performance evaluation, goal-setting, and feedback processes.

1. Compliance and Legal:

• Stay updated on relevant employment laws and regulations and ensure HR policies and practices are compliant.
• Oversee training in updates to each province’s employment standards.
• Provide guidance and support on legal and regulatory issues, including employee contracts, terminations, and workplace investigations.

Other duties as required

Requirements

• Strategic thinker with the ability to align HR initiatives with broader business objectives.
• Minimum of 10 years of progressive HR leadership experience, with a proven track record in HR strategy development, labor relations, people development, training, talent acquisition, and foreign labor recruitment.
• Professional certification (e.g., SPHR, SHRM-SCP) is desirable.
• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
• Experience in an unionized manufacturing environment is a requirement.
• Strong understanding of labor relations (unions), employment laws, regulations, and employment practices.
• Exceptional communication, negotiation, and conflict resolution skills.