Vp, Human Resources

2 weeks ago

Regina, Canada Saskatchewan Government Insurance Full time

Do you value integrity and innovation? How about passion and caring? Great Us too, and that's why you'll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.
- Location: Regina

Work hours: Full-time (Monday - Friday, 40 hours per week)
- Work Location: In Office
- Division: Human Resources
- Out-of-Scope
- Closes March 18, 2024

General Accountability

The successful employee will lead, direct and monitor the planning, delivery and evaluation of all human resource functions, corporate safety, employee wellness and business continuity management (BCM) for SGI and its regional operations. Lead the development, execution and evaluation of divisional and corporate strategies, programs and policies in areas of responsibility and ensure programs and policies align with corporate strategies and culture. Lead by example to build a culture of leadership and accountability to effectively deliver on strategic and corporate strategies, ensuring integration with employee performance development and career development plans; and manage people and budgets.

As an active Senior Leadership Team (SLT) member, contributes to the organization by supporting strategic direction and priorities and works collaboratively to ensure an SGI First and One SGI approach.

Key Accountabilities

Note: This section is not intended to be an exhaustive list of duties and responsibilities - other duties and responsibilities may be assigned.

Strategic Planning- Leads the development, implementation and evaluation of short
- and long-term human resource, corporate safety, employee wellbeing and BCM strategies, policies and programs, in conjunction with the Executive Vice President, that support the corporation’s strategic plan and target operating models.- Leads, directs and monitors the execution and evaluation of the corporation’s talent management framework that aligns with and supports divisional and corporate strategies - and takes corrective action when necessary.- Leads the division in active support of the organization's culture and ensures organizational functions are in alignment with employee and customer experience strategies.- Participates in corporate risk management practices including the development of the corporate risk register.- Liaises with Crown sector senior leadership to align, collaborate and leverage knowledge to ensure efficiency and consistency in planning, strategy and execution.

Program and Policy Development- Leads, directs and monitors the research, design, development and evaluation of corporate and divisional programs and policies in alignment with corporate strategies, operational needs and shareholder priorities.- Identifies opportunities for program and policy improvements and changes.- Ensures change plans are embedded into new and changing programs and policies to support stronger adoption to achieve divisional and corporate goals.- Prepares and presents reports to senior leadership, the Board of Directors and government officials on divisional matters and corporate HR related programs.- Remains current on changes within the legal, regulatory, Crown sector, economic, competitive and technology environments which may affect the division's ability to meet corporate goals and ensures team is actively planning and integrating programs and policies to remain compliant and competitive.

Human Resource Operations Leadership- Oversees the employee and labour relations functions, ensuring the collective agreement is administered fairly and as negotiated; that management/employee issues and grievances are quickly and appropriately resolved; that performance management programs are effective; that union/management relations are professional and productive; ensures management rights are upheld; and that programming supports the corporate strategy.- Oversees the total rewards and job evaluation functions, ensuring the in-scope and out-of-scope job evaluation plans are appropriately and fairly administered; ensuring that compensation and incentive programs are competitive, motivate, reward and recognize employees for their contributions; that employee benefit programs are competitive and cost-effective; and that the corporation’s total rewards support the employee value proposition.- Oversees the talent acquisition function, ensuring that programming meets the needs of business partners and maintains an eye to the future; that there are appropriate recruitment strategies/programs in place to support diversity goals; that programs are compliant with regulations or agreements; and that programming continues to evolve with the corporation’s changing environment.- Oversees the development and delivery of diversity, equity, inclusion and Indigenous relations strategies and programming. Collaboratively drives change across the organization ensuring successful implementation with ongoing monitoring for progress in alignment with corpo

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