Vice President Human Resources

MTE Logistix was established in 1920 with little more than a warehouse, a couple of trucks and a mission to provide the best service in the industry.

In 2020, MTE Logistix celebrated its 100 years in business. Established in 1920 as Motor Truck Express, the business was essentially a warehouse, a couple of trucks and a mission to provide the best service in the industry. Today MTE Logistix is one of Western Canada’s largest third-party logistics providers. Fueled by an unfailing commitment to client success, and backed by a century of experience, MTE Logistix operates more than 3.5 million square feet of warehouse space across multiple facilities in Edmonton and Calgary, Alberta and employs upwards of 300 people.

The exciting new strategic vision for MTE Logistix will entail the pursuit of new business partnerships, technological investments, and transactional growth opportunities throughout Western Canada and eventually Eastern Canada. Inclusive with this vision is the objective to bring on and build upon our executive team to help guide and shape this transformation.

Reporting to the President / CEO, the Vice President Human Resources is the executive member responsible for overseeing the organizations people management function to set, enforce, and evaluate legally compliant human resources policies, procedures, and best practices; while identifying and implementing long-range strategic talent management goals, ensuring alignment with the company’s vision, mission and values.

The Vice President Human Resources has responsibility for delivering effective and efficient Human Resources practices throughout the Company, workplace safety, compensation and benefits, talent management including recruitment and retention programs; leadership development and training programs and collaborating with executive leaders on employee and labour relations matters.

The incumbent will spearhead appropriate initiatives and projects to support cultivating people leaders, and employee progression driving increased levels of retention.

The position serves as a trusted partner to the President / CEO, providing governance and fiduciary direction, while also providing individual coaching to all members of our Executive team including identifying learning and development opportunities to the Executive team.

Recruitment

• Work with the President / CEO to Identify structural opportunities to enhance capabilities within the group.
• Ensure the HR team is effective in identifying and fulfilling labour requirements at all levels across the Group.
• Ensure the HR team proactively cultivates a pool of recruitable talent.
• Ensure participation in job fairs and online recruitment forums.
• Ensure a highly effective onboarding program is designed to deliver quality recruitment and retention solutions.
• Remain informed on labour market trends.

Learning & Development

• Creating and driving implementation of a learning and development strategy aligned with group business objectives.
• Evaluate and modify onboarding and on job training to focus on effectiveness, ROI, value and longevity.
• Drive delivery of learning programs to foster growth and evolution of our teams.
• Implement and manage value from an effective Learning Management System; define content, scheduling and tracking attendance and completion.
• Seek out the latest research, best practices, and key trends for people management.
• Ensure HR team members train hiring managers on how to select, manage, evaluate, and retain diverse employees.
• Measure and forecast diversity metrics.

Team, Client, Talent & Project Management

• Develop and deliver annual HR goals in collaboration with President / CEO.
• Coach, mentor and develop HR team members.
• Building relationships with key personnel, effectively partnering with the business, and coaching and influencing desired strategic business outcomes.
• Provide guidance to people leaders for all phases of the Performance and Reward cycle, including Annual review program, calibration, goal setting and reward planning.
• Working with managers providing labour relations support including collective bargaining agreement (CBA) interpretation and bargaining, managing grievances, arbitrations and investigating, recommending and resolving employee relations matters.
• Lead and support business with executive level union matters including arbitrations and CBA negotiations.
• Develop and maintain strong relationships with Leaders across the Group.
• Provide a proactive HR consultation service to all people managers, coaching and advising them on all people issues relevant to their teams.
• Develop and implement framework for identifying high potential employees and accompanying mechanisms for development and succession planning of these team members.

Compliance & Systems Management

• Ensure group compliance with applicable employment and labour laws (provincial and federal).
• Drive implementation and use of LMS, HRIS.
• Ensure the HR group proactively manages and delivers current procedures and policies related to Human Resources best practices.
• Support executive members through periods of transformation, providing change management frameworks.
• Identify and facilitate process improvement projects to drive efficiency.
• Assessing and analyzing workforce data, policies, compensation, total rewards, payroll system, and performance metrics and making recommendations that will best contribute to strategic business alignment, integration, and growth objectives.

• Post-secondary education in Human Resources, Administrative Management, Business Administration and or related field.
• Professional designations in CPHR and or SHRM-SCP.
• Additional education and experience in Leadership Coaching, PROSCI, PMP, Six Sigma is an asset.
• 10+ years’ Human Resources experience with at least 7 years at a senior level.
• Ideally, senior HR leadership experience in manufacturing, packaging, warehousing, transportation, and other distribution or similar industry sectors.
• Experience in a company with multiple operational sites would be an asset.
• Experience in a private company with greater than 100/150 employees.
• People and HR systems integration and alignment experience ideally associated through a merger or acquisition.
• Preferred strategic and operational experience in, talent management (acquisition, assessment, development, and retention), total employee rewards (compensation, benefits, incentives), payroll management, performance management (identifying and addressing delinquencies or policies that contribute to underperformance), HR policy review and development, and coaching.
• Demonstrated experience in leveraging technology to effectively reduce HR costs and improve workforce management systems and processes.
• Experience with HR information systems (HRIS).
• Experience performing within a union environment and with collective bargaining agreements.
• Experience working with, advising and or engaging with executive leadership teams.
• Excellent interpersonal skills and communication skills, verbal and written.
• Strong knowledge of employee relations practices, employment standards, law, and regulations.
• Proven experience in employee investigations, disciplinary actions, and conflict resolution.

• A master in the art of asking the right questions to find the true source of an organization’s issues.
• An outstanding popularizer who knows how to orchestrate various channels of communication to deliver the organization’s messaging to all employees, without misrepresentation.
• A dynamic and engaging leadership style that fosters strong working relationships based on credibility and open communication.
• Business centric with people, productivity, and profitability intentions.
• Strategic with the humility to function at operational and tactical levels.
• Leadership with confidence providing decisive advice and decision making.
• Accountable to perform and contribute to the strategic goals.
• Integrity and ethical intentions at all times.
• Creative, innovative, and cost-effective solutions.
• Selective, patient, and persistent in advancing systems, processes, and policies.
• Analytical with problem solving ensuring for measurable results and outcomes.
• Knowledgeable and resourceful on all matters HR.
• Enthusiastic in their career and role within the company.
• Collaborative, engaging, and influencing to the extent necessary to affect positive change.
• Organized and systematic in prioritizing and executing plans.
• Open, respectful, diplomatic, and frank in communicating with others.
• Understanding, reasonable, and solution focused in addressing conflict or disputes.
• Independent and capable of implementing a vision amid underdeveloped infrastructure.

MTE Logistix Group of Companies committed to equity, diversity and inclusion and welcome applications from all qualified individuals.

The base salary will be commensurate with skills and experience. Benefits and a bonus incentive are included and will be discussed during the candidate review process.

In compliance and consistent with the Personal Information Protection and Electronic Documents Act (“PIPEDA”), HumanEdge shall respect the privacy and confidentiality of all personal information provided directly or indirectly verbally, electronically or in print throughout the process of candidate engagement in our search assignments.

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