Human Resources Director

**Setting Strategy**
- Develop HR plans and strategies to support the achievement of overall Canadian business objectives.
- Provide leadership and guidance to Canadian HR functions; partner with Chief Human Resources Officer and Canadian HR Business Partners and HR Center of Excellence (COE) Leads ( Talent Acqusition, HRIS and Payroll) to ensure efficient and effective HR services.
- Establish short and long-term HR strategies and service delivery models, communicating actionable plans aligned with the company’s vision.
- Serve as a strategic advisor to Canadian President and functional groups regarding organizational and management issues.
- Develop and implement DEI strategies and programs that foster an inclusive workplace and support recruitment, retention, and advancement of diverse talent, including Indigenous recruitment strategies in specific markets.
- Lead the development, localization, and implementation of HR policies, programs, and procedures that reflect Canadian employment legislation, and company standards. Ensure policies are clear, current, and effectively communicated to leaders and employees across all provinces.

**Executing for Results**
- Provide guidance to managers and associates in conflict and/or performance management situations and ensure appropriate communication and documentation is maintained. Coach and advise to successful resolution.
- Partner with Canadian leaders on M&A activities, including integration of new businesses and coordination with HR COEs.
- Work with recruiting to assist in approving requisitions for new positions, monitoring the status of requisitions and obtaining approval for verbal offers.
- Oversee compliance audits and reporting activities, ensuring timely and accurate responses to regulatory bodies, and maintain readiness for potential government inspections or investigations.
- Comply with all company security policies and procedures.
- Leverage data-driven insights and workforce analytics to forecast talent needs, identify capability gaps, and support strategic decision-making.
- Ensure compliance with Canadian employment laws, regulations, and company policies; proactively identify and mitigate HR-related risks.

**Leading Teams**
- Act as a change leader for developing and implementing strategic operating plans, championing the company’s culture and driving change within the division.
- Develop and execute leadership development and succession strategies to build future capabilities and ensure strong internal pipelines for critical roles.
- LeadHuman Capital planning in conjunction with administering and supporting the annual performance evaluation process for the business
- Serve as the single point of accountability for decision making and escalation within the Canadian HR organization.

**Relationships and Influence**
- Strong emotional intelligence; builds robust relationships and communicates persuasively.
- Inspires trust and followership through compelling influence and active engagement.
- Celebrates team success and encourages sharing the spotlight.
- Creates a sense of purpose for the team, engaging others in the organization’s greater mission.
- Design and implement programs to enhance the overall employee experience, ensuring alignment with company values and employee expectations.

**Requirements**:

- Minimum of 10 years progressive leadership experience in Human Resources.
- At least 5 years in a global business or HR capacity, preferably within the industrial vertical and/or distribution model servicing industry, or equivalent education, training, or experience.
- Bachelor’s degree in Business, Human Resources, Labor Relations, Industrial/Organizational Psychology, or a related field.
- Ability to operate at both tactical and strategic levels of HR.
- Extensive experience as an HR business partner with expertise in employee relations, change management, employee engagement, and recruitment.
- Strong fundamental HR skills in performance management, coaching, leadership development, compensation and benefits, organizational development, labor relations, and employment law.
- Proven record of integrating businesses, including organizational design, assessment and selection, rightsizing, retention, and HR systems/processes.
- Advanced SPHR Certification is a plus.

**Additional Experience, Skills, and Acumen**
- Global experience with U.S. companies is preferred.
- Strong business acumen; ability to anticipate human capital implications of business strategies.
- Experience with multiple business models and cross-functional organizations.
- Excellent interpersonal, influencing, and communication skills; capable of building trust-based relationships.
- Demonstrates strategic thinking and breadth of consideration.
- Ability to quickly establish credibility and influence senior leaders.
- Demonstrate cultural fluency and bilingual leadership to effectively engage employees and stakeholders across Canada, including Quebec’s unique legislati