Director of Human Resources

**Job duties**:
**Leadership and Management**:

- Select, mentor, and manage HR managers and other key personnel within the HR department to ensure high performance and alignment with organizational objectives.
- Foster a collaborative and positive work environment that supports professional development and team cohesion.

**Strategic Planning and Execution**:

- Participate in the development of the company's strategic plan, providing insights on human capital and organizational development.
- Execute strategic initiatives and projects, ensuring alignment with the company's vision and goals.

**Strategic Policy Formulation**:

- Develop and implement HR policies and procedures that establish and advance the direction of the company.
- Collaborate with the President/CEO, senior executives, and other stakeholders to align HR strategies with overall business goals.
- Maintain a strong understanding of labor laws and regulations, and regularly review and update policies to ensure compliance with legal requirements and industry best practices.

**Department Establishment and Organization**:

- Lead the planning and establishment of major departments within the organization, ensuring they are structured to support the company's strategic initiatives.
- Oversee the design and implementation of organizational frameworks that enhance efficiency and effectiveness.

**Resource Allocation**:

- Allocate material, human, and financial resources effectively to support the implementation of organizational policies and strategic objectives.
- Monitor and optimize resource utilization to achieve operational excellence and cost-efficiency.

**Stakeholder Engagement**:

- Act as a key liaison between the HR department and other departments, facilitating communication and collaboration.
- Build and maintain relationships with external partners, including recruitment agencies, training providers, and industry organizations.

**Compliance and Risk Management**:

- Ensure that HR practices comply with legal and regulatory requirements.
- Identify potential HR risks and develop strategies to mitigate them.

**Organizational Culture and Employee Engagement**:

- Lead initiatives to enhance and promote a strong organizational culture aligned with Big Al's Group’s mission and values.
- Develop employee engagement strategies that improve morale, retention, and overall job satisfaction across all departments.

**Talent Management and Succession Planning**:

- Design and implement a comprehensive talent management framework to attract, retain, and develop top talent at all levels.
- Lead succession planning efforts to ensure a strong leadership pipeline and prepare the organization for future growth and challenges.

**Change Management and Organizational Development**:

- Lead change management initiatives to support the organization through growth, restructuring, or other transformational efforts.
- Drive organizational development strategies that align with the company's long-term vision and promote agility in adapting to market conditions.

**Diversity, Equity, and Inclusion (DEI)**:

- Champion DEI initiatives to foster a diverse and inclusive workplace that values different perspectives and promotes equal opportunities for all employees.
- Establish measurable DEI goals and track progress to ensure Big Al’s Group is a leader in workplace diversity.

**Performance Management and Continuous Improvement**:

- Design and oversee performance management systems that align employee performance with organizational goals, ensuring regular feedback, performance evaluations, and professional development opportunities.
- Design and implement competitive compensation programs.
- Implement continuous improvement strategies within the HR department to enhance processes, productivity, and service delivery.

**Compensation and Benefits Strategy**:

- Develop and manage comprehensive compensation and benefits programs that are competitive, equitable, and aligned with the organization’s strategic goals.
- Regularly review compensation structures to ensure market competitiveness and internal equity, recommending adjustments as needed.

**Executive Reporting**:

- Provide regular reports and updates to the executive leadership team and on HR metrics, talent strategies, workforce planning, and key initiatives.
- Develop data-driven insights and recommendations that inform strategic decision-making at the highest levels of the organization.

**Terms of employment**:Permanent, full-time position

**Language of work**:English

**Benefits package offered (if applicable)**:Disability insurance, dental insurance, extended medical insurance, employer-paid pension

**Location(s) of work**:Woodbridge

**skills requirements**:
**Education**:

- Bachelor’s degree in Human Resources, Business Administration, or related field. Professional HR certification (e.g., SHRM-SCP, SPHR).

**Work experience**:

- Minimum of 5 years of progressive HR experience, incl