Executive Director of Human Resources
4 weeks ago
Second Harvest, Canada's largest food rescue organization, is a global thought leader on perishable food redistribution. They operate at the intersection of hunger relief and environmental protection, tackling food loss and waste through food redistribution, research, awareness, education, innovation, and collaboration to ensure a sustainable planet.
Job Description:The Executive Director of Human Resources provides strategic HR leadership to Second Harvest, planning, developing, implementing, and evaluating the organization's Human Resources services. This position oversees all aspects of HR, providing subject matter expertise in recruitment, talent optimization, employee engagement, employee relations, succession planning, training and development, health and safety, compensation, benefits, and pension, Equity, Diversity, and Inclusion, HR guidelines, and HRIS.
- This role acts as a business partner to the CFOO and leadership team, providing timely and value-adding advice, counsel, and decisions that contribute to Second Harvest's ongoing business success.
- The Executive Director develops and implements the HR People Strategy, including succession planning, workforce development, attraction and retention, equity, diversity, and inclusion, organization design that aligns and supports Second Harvest's operational and strategic objectives.
- Proactive reporting to the Senior leadership team informs them of potential risks that may impact the achievement of business performance.
- This position coaches and develops the HR Team.
- Establishing strong routines with the HR team ensures that HR initiatives are delivered on time, and plans are implemented to mitigate risks.
- This role champions equity, diversity, and inclusion, fostering a culture of belonging and respect.
- Ensuring regulatory compliance and partnering with legal as necessary introduces/adapts policies accordingly.
- Leading the compensation and benefit review process ensures Second Harvest offers a competitive Total Rewards package, reviewing budget requirements with the CFOO.
- This position leads the development and cascade of the Performance Management process (e.g., goals, objectives, and systems).
- Prioritizing high-value company-wide initiatives drives performance and measurable improvement in the overall employee experience.
- Coaching leaders on change management and activities identifies best practices.
- Anticipating and mitigating obstacles, risks, and business disruptions caused by change initiatives.
- Ensuring HR team members address client issues and concerns in a timely manner.
- Reviewing, guiding, and approving management recommendations for employment hires and terminations.
- This role directs the preparation and maintenance of various HR reports to track strategic goal accomplishment.
- A Strategic Thinker: Motivating and leading a team in an agile and fast-paced environment, having a vision for HR that aligns with and contributes to our organization's success, brand, and values.
- HR Leadership: A center of excellence for HR knowledge, leading by example in representing and preserving the values of Second Harvest, with strong technical HR knowledge.
- Passionate: Inspired by the work of Second Harvest, excited about building and leading a trusted, value-adding HR and Volunteer Services team.
- Communicator: Exceptional communication and diplomacy skills, coupled with extensive success in cross-functional collaboration and managing relationships at all levels of an organization.
- Agile: Working in a fast-paced environment, flexible, and able to pivot and adapt to evolving and emerging needs.
- Change Management: Applying change management principles when introducing new initiatives and measuring outcomes.
- Project Management: Strong organizational skills, demonstrated ability to deliver projects on time and on budget.
CHRL/CHRP designation and 7-10 years of success in Human Resources with prior experience working in a non-profit environment. Technical expertise in various HR functional areas (e.g., compensation and benefits, talent acquisition, succession planning, employee engagement, employee relations, policy and procedure development). Previous experience working for a pan-Canadian organization with broad knowledge of relevant provincial and federal legislation (i.e., proficient with Microsoft Office Suite, HR technologies, and possessing strong digital literacy. Bilingualism (French/English) is an asset.
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