Vice President, Human Resources

**ABOUT US**

CAA Niagara is a proud Niagara Region employer, that strives on delivering rewarding experiences and enhancing the lives of our community. For over one hundred years, we have been a staple within our community, providing such services as emergency roadside assistance, travel services, insurance coverage, membership and rewards savings; continually growing our suite of relevant services and products. A true community partner, we could not be here without our over 160,000 members across Niagara, allowing us to focus on earning your continued trust, every day.

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As a key member of the Executive Leadership Team, the Vice President, Human Resources plays a pivotal role in shaping the organization’s business, human resources (HR) and culture strategy. Serving as a strategic advisor to the President & CEO and a trusted partner to senior leaders, this role is accountable for aligning human capital priorities with business objectives to drive organizational performance and long-term success. The Vice President, Human Resources provides visionary leadership to the HR team, overseeing all aspects of talent management, risk management, leadership development, succession planning and employee engagement. This role is instrumental in fostering a high-performance, inclusive and purpose-driven workplace culture that attracts, develops and retains top talent. In doing so, the Vice President, Human Resources positions CAA Niagara as an employer of choice and a catalyst for innovation, agility and sustainable growth in a dynamic business environment.

**KEY RESPONSIBILITIES**
- Strategic Leadership_
- Act as a partner to Executive Leadership Team, offering insight and guidance on organizational design, talent planning and workforce effectiveness.
- Provide leadership in shaping and executing the HR strategy to drive organizational success, ensuring alignment with business vision and objectives.
- Collaborate with senior leaders across all functions to build leadership capacity, foster alignment and ensure HR strategies support organizational priorities.
- Proactively anticipate and assess needs, gaps and challenges, developing solutions to address risks and opportunities.
- Provide thoughtful counsel on complex HR and organizational matters, balancing strategic priorities with risk management and operational excellence.
- Talent Strategy_
- Design and implement a talent strategy aimed at attracting, developing and retaining talent, in alignment with organization’s long-term objectives.
- Lead workforce planning initiatives to ensure the right capabilities and skills are in place to meet organizational demands, addressing gaps expediently.
- Oversee succession planning to build strong pipeline of leadership and talent across all levels of the organization.
- Drive leadership development to enhance managerial capacity and effectiveness.
- Foster a culture of continuous learning and capacity building by developing programs that enhance employee competencies.
- HR Operations, Compliance & Risk Management_
- Oversee the development, implementation and continuous improvement of all HR policies, procedures and systems, ensuring efficiency.
- Ensure compliance with all applicable employment legislation, regulations and industry standards.
- Ensure compliance with Health & Safety (H&S) legislation by developing, implementing and continuously monitoring H&S policies, procedures and training programs.
- Proactively identify and address HR-related legislative and regulatory risks.
- Lead the administration of core HR functions to support seamless service delivery.
- Drive data accuracy, reporting and analytics to support informed decision-making and improvement.
- Partner with internal and external stakeholders to uphold high standards of ethics, privacy and confidentiality in all HR processes.
- Culture, Engagement & Employee Experience_
- Promote a purpose-driven, inclusive and high-performance culture that aligns with the organization’s values and vision.
- Develop and lead initiatives to foster employee engagement, motivation and belonging.
- Design and implement strategies to enhance the overall employee experience, from onboarding to offboarding.
- Partner with leaders to build and sustain a workplace environment that supports open communication, collaboration and safety.
- Utilize employee feedback and other data to identify areas for improvement.
- Promote diversity, equity and inclusion (DEI) and belonging as foundational elements of the workplace culture, embedding these principles into policies, programs and leadership practices.
- Recognize and reward the contributions of employees, reinforcing desired behaviours and organizational values.
- Organizational Agility & Change Management_
- Lead initiatives that enhance the organization’s ability to rapidly adapt to changing market conditions, business priorities and workforce dynamics.
- Design and implement change management strategies to facilitate smooth tra