Director, Safety, People and Culture

**DIRECTOR, SAFETY, PEOPLE AND CULTURE**

Halton Hills Hydro Inc. (“HHHI”) is a dynamic community-focused electric distribution utility focused on guiding its customers through the energy transition. HHHI delivers safe and reliable electricity to approximately 23,000 homes and businesses in the Town of Halton Hills (Georgetown, Acton). Ideally located only 15 minutes north of the 401, our office is accessible by GO Train and bus, and falls within a 35km radius of major urban centres, such as Mississauga, Oakville, Burlington, Guelph, Milton, Brampton, Cambridge, and Orangeville. We are proud that our Town is ranked as one of the top small communities in Canada by a national magazine.

At HHHI, safety is our number one priority; we care about our employees, our customers, and our communities. We are committed to delivering quality service and each member of our team has a responsibility to help one another achieve success and satisfaction on the job. HHHI is experiencing one of the highest growth rates in all of Ontario.

As the Director, Safety, People and Culture, you will be a key member of the senior leadership team, reporting directly to the President & CEO. You will lead dynamic change, employee engagement and work effectively with our employees, union representatives and industry partners. Working collaboratively with senior management, you will be responsible for strategic leadership, policy development and the operational direction of the human resources and health & safety functions across HHHI and its non-regulated affiliate companies - Quality Tree Service and SouthWestern Energy. You will be a key advisor on important issues and initiatives related to employee engagement, compensation, talent management, recruiting, labour relations, health & safety, and succession and resource planning.

We are seeking a self-starter professional who is eager and able to build strategic and day-to-day people practices and develop aligned policies & programs that; support a high-performing team; keep safety front and centre; support our values; and; position HHHI as an Employer of Choice.

**Responsibilities**:

- Develop and oversee the execution of an integrated resource planning and talent management strategy to align with our strategic growth objectives that supports the attraction, retention, onboarding and development of our employees.
- Enhance and oversee our Empower safety strategy and program with actionable tactics aimed at continuous improvement and enhancement of the safety culture of the organization.
- Foster a culture that encourages cooperation, collaboration, communication, and innovation across the organization.
- Lead and champion the development and implementation of the Diversity, Equity, and Inclusion (DEI) strategy, framework, and initiatives.
- Direct and oversee the development, monitoring and reporting of Key Performance Indicators (KPIs), perform benchmark analysis, and develop action plans to positively impact the organization and deliver on results.
- Ensure the CEO is informed in a timely manner of all personnel and safety matters that may affect the operation of the business.
- Participate on the JHSC.
- Lead the requirement scoping to implement and integrate an HRIS and payroll system as part of a new ERP implementation.
- Possible responsibility for payroll.

**Talent Management**:

- Create a training and development framework and programs designed to enhance the skills and capabilities of our employees and prioritize meaningful career development.
- Oversee the design and administration of total compensation, benefits & reward programs to support the organization’s desire to be an employer of choice.
- Direct a process of organizational planning that evaluates structure, job design, job time studies, job evaluation and resource planning - coordinating activities across the organization.
- Develop recruitment strategies to source talent in a highly competitive market, while harnessing the organization’s skills, competencies, and capabilities.
- Execute and manage the recruitment process.
- Create a succession plan for key positions, and identify the organization’s talent to encourage and support continued career development.

**Employee Development**:

- Develop and oversee the execution of robust Labour and Employee Relations Strategies.
- Lead labour relations activities including developing data driven negotiating strategies and contingency plans in case of strike action.
- Support change and transformation management initiatives to effectively prepare, equip, and support employees to successfully adapt to change to drive organizational success and outcomes.

**Employee Engagement and Culture**:

- Plan, develop, implement, and evaluate the organization’s employee engagement practices to build a strong culture around the corporate values to retain our talent.
- Identify current and future skill, training, cross-training and development requirements.
- Create a pr