Director, Culture

3 weeks ago

Greater Toronto Area Canada, Ontario PSG leadership Inc. Full time

Our client is a prominent leader in their field with a national presence and years of success to be proud of. They have engaged our services to source a high achieving HR Leader, with the right approach to bridging effective relationships within all aspects of the business including, Operations, Sales, Logistics and Finance. Your strategic forward thinking, collaborative approach and ability to lead change will allow you to succeed and grow in this role.


Our client fosters a vibrant environment promoting employee engagement. Their employees are passionate about their work and are committed to teamwork, integrity, health & safety and service excellence.


GENERAL FUNCTION & MANDATE:

Reporting to the General Manager, North America, the Director, Culture & Talent, is responsible for building the talent strategy, designing and implementing people practices that drives growth for the company. The incumbent will be the main point of contact for the SMT in supporting the organizations goals and initiatives pertaining to people and culture. This role will focus on attracting, developing and retaining exceptionally diverse talent to meet current and future organizational needs. This leadership role has 5 Direct reports.


KEY RESPONSIBILITIES:


Strategy Partner:

  • Build knowledge of the organization’s business/culture by forming trusted relationships with all key stakeholders while proactively influencing leaders through knowledge of the organization and the competitive marketplace.
  • Create the human capital strategy for the organization, and successfully execute the business priorities; partner with business units to implement solutions, closing gaps and measuring the effectiveness of the overall people strategy.
  • Drive a focus on talent within the business; influences business leaders to make the right talent decisions.
  • Provide direct communication, honest coaching, and feedback to leaders to drive higher levels of engagement and reduce variation in team member experience and to promote positive employee relations in the work environment.
  • Lead year over year improvement in succession planning for critical roles to ensure the company is constantly acquiring, growing, and developing an outstanding talent pipeline that meets and reflects the changing needs of customers and supports strategic growth priorities.
  • Understand the business needs and develops and executes a total rewards strategy to support those needs.


HR Expertise:

  • Champion talent management (influence business leaders to make the right talent decisions regarding performance management, career development, talent acquisition, etc.)
  • Maintain the integrity of HR policies and processes, including up-to-date legal data and insights
  • Drive process and role clarity, understanding proficiency within HR for all key processes; effectively communicate across the business to achieve desired process outcomes.
  • Identify business needs and process improvement opportunities: collaborate leverage people analytics and data to support the SMT in recognizing organizational gaps in retention, performance management, and succession planning initiatives.
  • Train and coach people leaders toward increased effectiveness.
  • Knowledge of compensation practices and procedures.
  • Strong solid network with suppliers and others to tap into resources and knowledge
  • Drive team member engagement, reducing variation in the team member experience and promoting positive employee relations in the work environment.


Change Agent:

  • Coach and facilitate the business through change management to ensure successful execution of key business initiatives and projects (including right tools and resources).
  • Help the business understand and value the importance of effective change management.
  • Help team members understand and connect business and HR actions to business strategies and goals.
  • Constantly identify and suggest better ways to organize work and people to deliver on business strategies and improve results.


Desired Experience and Behaviors:

  • Minimum of 10 years of progressive leadership in human resource management roles, with experience in change management & transformation, leading managers and multi-vertical teams.
  • Bachelor’s Degree required, CHRP certification/Master an asset
  • Solid knowledge of employment legislation and HR management processes
  • Superior talent management skills to attract, select and develop leaders
  • Exceptional interpersonal and communication skills that build trusting relationships and influence.
  • Capacity for managing, executing and evaluating many complex, competing projects and initiatives
  • Knowledge of compensation practices and procedures coupled with strong business and financial acumen
  • Serves as a strong champion of inclusion and diversity
  • Capability to influence and coach across the organization and within the HR function linking business strategies with people strategies

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