Executive Director- Human Resources

This position plays a key role in organizational alignment, change management, recruitment/retention, employee relations, health and wellness, employee recognition, training, compensation, performance management, disability management, engagement, and internal communications.
In addition to leading the Human Resources team, the Executive Director demonstrates advanced skills in coaching, mediation, negotiation, and communication, as well as the ability to develop and maintain positive relationships with a variety of colleagues and stakeholders. Provide coaching, support, and partnership to the Senior Leadership Team.

Responsibilities

Human Resources & Organizational Development

• Fosters a culture of service excellence in HR Services and optimizes the organizational structure to ensure consistent customer service from end to end
• Develops an annual human resources business plan and associated budget for the organization and ensures its implementation
• Develops and interprets human resources policies and procedures and ensures that they are applied consistently throughout the organization through situational analyses
• Develops organizational performance management process and oversees the implementation of the organization’s performance management process
• Supervises and provides leadership to staff by coaching, guiding and modeling key behaviours/ strategies, encourages dialogue, collaboration, and provides guidance to facilitate resolutions to work issues
• Guides the development of the HR Management Team as a cohesive team to optimize the performance of the department and establishes HR as the valued partner for stakeholders across AFL (Canada)
• Assists team members to define shared and individual goals, meets target dates and ensures alignment of team goals; evaluates, assesses and provides feedback on performance of direct reports
• Ensure that the departmental budget is prepared in keeping with overall objectives and policies; liaises with the Finance Department to establish efficient accounting and reporting procedures
• Establishes key HR metrics and aligns with business drivers and outputs
• Provides support for reorganization and restructuring; advises on effective change management practices to support the process; develops implementation plans in collaboration with senior leaders and departmental leadership
• Fosters change and develops positive employee relationships, providing effective communication and cohesive support to all levels of staff throughout ongoing transformations in organizational and business processes
• Directs and leads internal training programs and designs relevant course materials in alignment with performance plans and organizational goals
• Coaches and advises on all employee relation issues and works with line managers to ensure consistency and timeliness of actions; provides appropriate training where necessary
• Leads and implements initiatives that contribute to employee retention and engagement
• Manages the Employee Engagement survey process and conducts data analysis and develops best practices in human resources policies and procedures
• Works with senior team members on the up-skilling of line managers on HR processes to support the push back for the line managers to take more ownership on managing their team, thereby embedding a culture of line management accountability for their people

Compensation, Benefits, Rewards and Recognition

• Manages and oversees the AFL’s payroll, employee benefit and reward and recognition programs, and co-leads the annual benefits review, vendor selection, and rate assignment
• Develops, implements and manages AFL’s salary administration plan, ensuring fair and consistent compensation, and coordinating marketplace salary analysis; ensures collaboration with Director, Compensation (US) and alignment with AFL (global) compensation strategies.

Internal Communications

• Strategizes, develops, and implements communication projects to engage, educate and inform AFL Employee’s and internal audiences
• Directs communication strategies for audiences in assigned area and edits and/or writes copies appropriate for the audience and the publications, letters, advertisements, audio/visual presentations, speeches and other communication programs
• Implements communication plans for employee programs and organizational wide initiatives
• Manages the research, writing, design and production of any (internal) communication materials for AFL Canada in collaboration with internal Marketing and Communication teams
• Leads the development and implementation of new and Employer of Choice programs and initiatives

Office Management and Administration

• Directs office manager on tasks associated with effective office management.
• Establishes budgets associated with maintaining a positive office environment.
• Implements strategies to enhance the employee office experience.

Environmental Health and Safety / Disability Management

• Works collaboratively with EHS members and contributes to the administration of EH&S program, compliance and policy development
• Oversees the AFL’s (STD/LTD) disability management and its’ seamless integration of workers compensation return to work programs
• Leads and supports representation at WCB tribunals or similar representations.

Employment Law

• Represents the organization as chief people officer; and is responsible for ensuring a collaborative and strategic relationship with employees and employee representative groups.
• Represents the employer in various HR related tribunals or similar, such as Canada Labour Code hearings, tribunals, Employment Standard matters, WCB appeals, and Human Rights tribunals
• Provides advice to the organization on matters related to employment law, hiring and dismissal practices, compensation and all other human resources issues
• Develops effective employee/labour relation strategies; oversees the employee dispute, grievance/arbitration process
• Maintains effective relationships with staff, leadership and respective stakeholders to facilitate positive engagement between employee and management
• Ensures AFL operates within the appropriate legal governance framework and takes responsibility for the identification of legal HR risks
• Develops effective working relationships with government agencies that have legislative authority in the areas of employment equity, compliance, governance and compensation

Employment Privacy

• Provides guidance and assistance with the formulation and implementation of an organization's information privacy policies and procedures in coordination with senior management and legal counsel
• Collaborates with (internal and external) legal counsel, senior management, key departments and committees to ensure the organization maintains the appropriate privacy and confidentiality consent vehicles. (i.e. authorization forms, information notices and materials reflecting current legal practices and requirements)
• Oversees, directs, delivers or ensures delivery of initial privacy training and orientation to all employees, volunteers, professional staff, contractors, alliances, business associates and other appropriate third parties
• Participates in the development, implementation, and ongoing compliance monitoring of business associate agreements to ensure all privacy concerns, requirements, and responsibilities are complied with
• Establishes and administers a process for receiving, documenting, tracking, investigating, and taking action on all complaints concerning the organization's privacy policies and procedures
• Initiates, facilitates and promotes activities to foster information privacy awareness within the organization and related entities
• Performs initial and periodic privacy risk assessments and conducts related ongoing compliance monitoring

Community Engagement

• Directs and implements AFL’s community engagement strategy and tactics for the organization’s community development and community engagement plan
• Enters into partnerships with other entities when appropriate to meet community engagement goals
• Participates in community-based planning initiatives to develop and implement a plan for leveraging AFL programs to advance community development efforts in targeted areas
• Sets goals and metrics to ensure effective implementation of strategies
• Builds relationships and partnerships with key community leaders and organizations to support the integration of employment equity initiatives and foster a workplace environment free of bias and the welcoming of designated groups

Other

• Employee may be asked to perform other ancillary or related duties as required, to meet the ongoing needs of the organization

Personal Qualities

• Leadership – Proven success in leading high performance teams, achieving results through others, and being a strong team player
• Analytical Thinking - Exceptional ability to analyze data and utilize it to make sound business decision
• Conflict Management and Resolution Skills - Build consensus, anticipate and solve problems
• Results focused – Ability to organize and manage multiple, and at time competing priorities
• Communication Skills – Demonstrate communication skills necessary to interpret policies in situations requiring persuasion and prepare and present presentations,
• Relationship building skills – ability to work within a dynamic team setting and provide role model leadership to AFL workforce

Qualifications

• Minimum 15 years of Senior HR experience preferably in a fast paced and customer focused environment including 10 years of managing multi-functional HR teams.
• Strong knowledge of current HR Practices and local legislative requirements
• Strong influencing relationships with different levels of management especially in performance management and development
• Knowledge of current 'best practices' in all areas of HR including: employee feedback, leadership development, recognition, change management, and organizational design
• Excellent written and oral communication skills; including those required for facilitation and conflict resolution
• Expertise in providing coaching, direction and influential leadership
• Excellent decision-making skills to deal proactively with complex and often sensitive situations
• Good strategic planning skills
• Intermediate level skills with Microsoft Office

Working Conditions

• Normal office environment. Hybrid work model in the office a minimum of 3 days per week.
• General hours of Monday through Friday 8:00am to 4:30pm. But ability to provide support during and outside regular business hours is required
• Flexibility to travel in accordance with business needs; a valid passport is required at all time