Senior Manager HR Strategy

1 day ago

Courtice, Ontario, Canada Ontario Power Generation Full time
Job Title: Senior Manager HR Strategy

Ontario Power Generation (OPG) is seeking a dynamic and strategic professional to join our team as a Senior Manager, HR Strategy. This role is responsible for developing and leading HR initiatives and programs that support our HR strategy and align with OPG's business objectives.

Key Responsibilities:
  • Facilitate the HR planning process to link HR's priorities, programs, and activities to the broader enterprise strategy and to support efforts to improve employee and manager experience at OPG.
  • Perform specific assessments and benchmarking on a range of strategic matters that support HR practices, processes, and workflows and analyze what changes or impacts these trends may offer to OPG's HR plans.
  • Integrate broader enterprise strategic direction and work programs for culture, engagement, and employee experience with the HR strategy work. Maintain oversight and advise on develop internal HR programs that align to business needs and our corporate strategic direction.
  • Support and lead teams and work programs that aim to improve HR services, evolve HR's service delivery model, and prepare the organization through the period of the companies transition and achieving targets established in the climate change plan, EDI strategy, and Reconciliation Action Plan.
  • Act as a Business Integration lead to over-see the implementation of key HR technology projects such as SAP SuccessFactors and ServiceNow to ensure alignment with HR objectives. Support testing activities and change management strategies to facilitate effective transition and adoption of the new systems.
  • Analyze, support, and/or lead the design optimal future state HR business models/practices/processes/systems to optimize processes for maximum automation, improved employee experience, and simplified processes for the most straightforward ways of working through HR practices.
  • Support HR's strategic plan which includes supporting the establishment of HR's short and long-term priorities, link this to OPG's operational and people strategy, and the establishment of our 3-4 year HR strategy. This also includes facilitating the establishment of key metrics for the function, highlights of work program items to be tracked at the HR leadership level, and supporting the establishment of objective setting to achieve our work program for all HR professionals in the function.
  • Support Senior Leadership with developing key communications to roll out key messaging around priorities, strategy, and future outlook. Support the drafting of board memos related to HR strategy and related elements.
  • Support requests for HR's contribution for external reporting as required such as our contribution to the ESG report and support corporate risk management around talent attraction/retention.
  • Support a long-term strategy to organize and synthesize HR-related knowledge, tools, templates, and key information into a repository that acts as a one-stop shop for information HR professionals require to do their jobs in a way that is efficient and organized.
  • Support the creation of materials and presentations that are directed at the board or external bodies on our HR programs, priorities, and progress.
  • Lead efforts to track, communicate, and show progress towards our HR operating model and HR strategy. This includes refreshing the strategy on a 3-year basis and incorporating elements of our corporate strategy and ED&I measures as appropriate.
  • Provide overall management of HR-related governance, including advise and influence as required on our HR program document and all governance linked to this that is owned by a Centre of Excellence and ensure appropriate reviews are conducted and that the governance ties with our overall HR plan and is right-sized to our culture and OPG environment.
  • Develop and leverage supporting internal and external networks and relationships for the purposes of benchmarking what ideal HR practices are like and working to close gaps on our own strategic plans.
  • Other Duties as Required.
Requirements:
  • Bachelor's Degree/College Diploma in Human Resources, Business Administration, Organizational Development, or a related field.
  • Minimum 7 years of progressive Human Resources management experience;
  • Broad HR Program Expertise: Experience in various HR roles, with a strong foundation and understanding of HR principles, programs, and best practices. Proven track record of successfully leading and managing various HR programs;
  • HR Transformation Projects: Substantial experience in driving HR transformation initiatives, including the implementation of SAP SuccessFactors or similar HR systems. Proven ability to navigate and lead through organizational change, aligning HR processes with industry best practices and technology advancements;
  • Change Management: Proven expertise in managing and leading change within HR functions, including change communication, stakeholder engagement, and change adoption strategies. Track record of successfully driving cultural and organizational change initiatives;
  • HR Strategy: Experience in developing and aligning HR strategies with business objectives to drive organizational success;
  • Strong communication, presentation, and storytelling skills (oral and written) with the ability to express ideas clearly and concisely to employees at various levels;
  • Strong end-to-end program and project management experience; ability to develop and maintain detailed project plans and other project management tools;
  • Ability to influence, effectively communicate ideas, and develop strong partnerships across HR and business groups in all levels in the organizations; ability to understand and translate technical and strategic programs to a variety of audiences;
  • Comfortable and able to navigate and adapt through ambiguity, complexity, and continuous change;
  • Experience working with SAP/SuccessFactors, Service Now, and Qualtrics;
  • Experience implementing and leading organizational culture programs and initiatives;
  • Experience working for an organization with a highly technical and/or multi-union workforce.

OPG is committed to employment equity. As such, we encourage applicants from equity-seeking communities (Indigenous Peoples, racialized persons, persons with disabilities, and women). We strongly believe that alleviating the under-representation of equity-seeking individuals will create a stronger OPG team and allow us to better serve the needs of our diverse communities.

In order to fulfill the above-mentioned purpose, priority in hiring may be given to qualified persons who self-identify as a member of equity-seeking groups as identified in the application process. This initiative constitutes a special program under the Human Rights Code/Canadian Human Rights Act.

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