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Executive Director

2 weeks ago

Belle River, Ontario, Canada Municipality of Lakeshore Full time $120,000 - $150,000 per year

This position is due to an existing vacancy.

Candidates interested in this position must apply directly to Logic Executive Search at

Position: Executive Director - Human Resources

Salary: Grade 13, Non Union

Reports to: Chief Administrative Officer

Purpose of Position:

Reporting directly to the CAO, the Executive Director – Human Resources is a core member of the Corporate Leadership Team and a strategic partner in shaping the Municipality's vision, culture, and long-term success. This position provides high-level strategic human resources counsel to Council and senior leaders, ensuring alignment of Human Resources with corporate objectives, governance priorities, and organizational transformation. The Executive Director – Human Resources leads enterprise-wide workforce strategies, including organizational design, resource planning, talent acquisition, labour and employee relations, collective bargaining, leadership development, total compensation, health and safety, wellness, benefits, and pension administration to drive organizational performance and innovation. Acting as a champion of people and culture, the Executive Director – Human Resources plays a critical role in fostering an inclusive, engaged, and high-performing workforce that enables the Municipality to achieve its strategic goals and deliver exceptional public service.

Qualifications and Experience:

  • Post-secondary degree in Human Resources, Business Administration, Industrial Relations, Labour Studies, or a related discipline is required. A post-graduate certificate/diploma in HR Management or Labour Relations is considered an asset. A professional HR designation (CHRP, CHRL, CHRE) is preferred but not required. Specialized training in health & safety, mediation, or alternative dispute resolution is an asset.
  • 7–10 years of progressively responsible HR leadership.
  • 5+ years at a management/director level overseeing staff in complex, unionized public- sector environments preferred.
  • Demonstrated expertise in labour and employee relations, health and safety, policy, compliance and governance, organizational design, and strategic people leadership.
  • A valid Ontario Class G driver's licence.
  • A clear and satisfactory police record check.

Knowledge and Skills:

  • Demonstrated knowledge and experience in all areas of Human Resources management.
  • Knowledge of legislative requirements including the Occupational Health and Safety Act (OHSA), Employment Standards Act (ESA), Ontario Human Rights Code, Workplace Safety and Insurance Act (WSIA), Labour Relations Act, Pay Equity Act, Municipal Act, etc.
  • Joint Health and Safety Committee Certification considered an asset.
  • Demonstrated grievance management, and experience in the preparation of negotiations

and advanced-level understanding of negotiation principles and tactics.

  • Strong interpersonal, communication, analytical problem-solving, reading, verbal and written communication, planning, time management and organizational skills including presentation skills.
  • Proficiency in Microsoft Word, Excel, PowerPoint and specialized HRIS software.

Major Responsibilities:

Strategic HR Directorship & Organizational Development

  • Develop and implement a comprehensive HR strategy that supports Council's priorities and the Municipality's Strategic Plan. Translate strategic objectives into practical HR programs and policies that improve employee experience, recruitment, retention, and organizational performance.
  • Lead organizational design reviews and restructuring to improve efficiency, eliminate redundancies, and align staffing structures with service delivery needs. Partner with department heads to streamline recruitment and performance review processes, ensuring simplicity and effectiveness.
  • Strengthen leadership capacity through succession planning, coaching, and training programs. Provide managers with hands-on, practical tools in conflict resolution, progressive discipline, and performance management to ensure consistent practices across the organization.
  • Establish clear performance metrics to track HR outcomes, including recruitment timelines, grievance resolution, engagement, compliance, and workforce planning. Provide quarterly reporting to Council and the Senior Leadership Team, ensuring accountability and transparency.
  • Oversee the day-to-day management of the HR department, including recruitment, health and safety, compensation, benefits, pension, and attendance management. Supervise staff, ensure confidentiality of records, and maintain compliance with HR and employment legislation.

Labour & Employee Relations Expertise

  • Provide leadership in collective bargaining, negotiations, and administration of collective agreements. Ensure consistent, fair, and transparent application of agreements, eliminating inconsistent past practices. Anticipate labour relations risks and represent the Municipality in grievances, arbitrations, and proceedings.
  • Act as a trusted advisor to the CAO, Council, and senior leaders on employment standards, human rights, and workplace matters. Provide proactive coaching to managers, ensuring consistent application of HR policies and early conflict resolution.
  • Lead impartial investigations into workplace complaints (harassment, discrimination, code of conduct), ensuring due process, fairness, and confidentiality. Provide clear communication of outcomes to reinforce accountability and trust.
  • Oversee the design and implementation of the performance management system. Coach managers in applying progressive discipline, fostering confidence in leadership while ensuring fairness and compliance with legislation and collective agreements.
  • Navigate sensitive HR and labour matters with diplomacy and discretion. Present clear, evidence-based recommendations to Council, balancing organizational needs with fiscal realities.
  • Provide advice and recommendations to management on matters involving performance, labour relations, discrimination, harassment, and discipline. Oversee grievance processes, employee engagement activities, attendance management programs, and workplace wellness initiatives.

Policy, Compliance & Risk Management

  • Conduct a full audit of HR policies to ensure clarity, accessibility, and compliance with legislation (ESA, OHSA, WSIA, AODA, Pay Equity Act, Human Rights Code). Provide interpretation and advice to support consistent application of policies.
  • Manage salary administration, job evaluation, classification, pay equity, benefits, and pension programs to ensure fairness, compliance, and alignment with collective agreements. Serve as a member of the Job Evaluation Committee, maintaining all necessary records.
  • Oversee JHSC, workplace inspections, investigations, WSIB claims, and RTW programs. Embed a culture of prevention, accountability, and wellness while ensuring OHSA compliance.
  • Implement centralized systems for secure and accurate recordkeeping of personnel files, contracts, certifications, investigations, and compliance data. Ensure full utilization of HRIS/ATS systems to support reporting, compliance, and decision-making.
  • Provide regular, transparent reporting to Council and SLT on HR, H&S, and compliance trends. Strengthen governance frameworks to reduce risk, enhance accountability, and build organizational confidence in HR.
  • Carry out additional responsibilities as required by the CAO and Council to support organizational priorities.

Leadership, Culture & Stakeholder Engagement

  • Promote an inclusive, transparent, and high-performance culture rooted in accountability and service excellence.
  • Build strong, trust-based relationships with Council, the CAO, CLT/SLT, managers, employees, unions, and community partners. Act as a credible partner who engages proactively to prevent conflict and strengthen collaboration.
  • Demonstrate fairness, discretion, and objectivity in handling sensitive matters. Provide evidence-based recommendations, safeguarding confidentiality, and protecting both employees and the Municipality's reputation.
  • Use clear, transparent communication to keep employees, managers, and Council informed. Model collaboration across all levels of the organization.
  • Embed DEIA principles into HR policies and recruitment practices, supporting training in accessibility and cultural competency.

Decision Making and Judgement

  • Operates as a trusted strategic advisor to the CAO, Council, and the Corporate Leadership Team, exercising broad authority in shaping and guiding corporate workforce strategy, labour relations, and organizational culture.
  • Exercises sound judgment and political acuity when interpreting legislation, by-laws, collective agreements, and complex HR issues, ensuring decisions are evidence-based, legally compliant, and aligned with Council's strategic direction.
  • Leads enterprise-wide decision-making on human resources, health and safety, and organizational development policies, balancing legal obligations, fiscal realities, and the need to foster an engaged, high-performing workforce.
  • Oversees, develops, and implements corporate-wide training, leadership development, and succession initiatives.
  • Provides leadership in complex negotiations, including collective bargaining and high- level grievance resolution, ensuring consistent and fair outcomes while maintaining constructive labour–management relationships.
  • Directs and empowers the HR team by setting priorities, mentoring staff, and ensuring

access to the tools, training, and resources required to deliver results and uphold corporate standards.

Leadership Level:

  • Serves as a key member of the Corporate Leadership Team, providing strategic human resources counsel to the CAO, Council, and Corporate Leadership on all workforce, labour, and organizational matters that impact municipal performance and service delivery.
  • Provides vision, direction, and oversight for the Human Resources function, establishing departmental goals, priorities, and accountability measures aligned with the Municipality's Strategic Plan.
  • Leads the design and administration of the corporate performance management framework, ensuring consistency, fairness, and alignment with organizational objectives.
  • Directly supervises the HR Team and student placements while empowering through mentorship, clear goal setting, and the provision of resources and professional development opportunities.
  • Provides functional leadership and trusted advice to managers and senior leaders across the corporation, building organizational capacity in labour relations, performance management, and workforce planning.
  • Accountable for ensuring compliance with all corporate health and safety obligations, embedding a culture of prevention, wellness, and shared responsibility.

Financial Management Level:

  • Develop, implement and manage the budget for the department.
  • Prepare, present, monitor and evaluate the annual capital and operating budgets for the department.
  • Establish service level goals, key performance indicators and monitor against financial targets; manage department projects/programs; approve expenditures in accordance with approved budgetary guidelines.
  • Project and monitor financial variances as part of the monthly or quarterly review; monitor and control budgets in conjunction with finance staff.
  • Excellent organizational and interpersonal skills to interact with members of Council, staff and the public. Must have proven ability to establish and maintain effective working relationships with a diverse group of stakeholders and must be able to effectively manage multiple projects concurrently.
  • Must have excellent communication skills, both oral and written to provide advice and direction to Council, staff and the general public. Must also have strong skills in networking and relationship building internally and externally.
  • Internal:
  • With all levels of leadership, staff, unions, and Council
  • External:
  • With various government agencies (i.e., WSIB, brokers), ministries, regulatory bodies, etc.
  • With regional municipal HR professionals
  • National union members
  • Service providers (i.e., benefit provider, external recruiters, etc.)
  • Public for recruitment
  • Consultants, lawyers, and other professionals

Mental and Physical Effort:

  • Sitting, standing, walking, lifting to 20 lbs, keyboarding
  • Position requires long hours of concentration, mostly on the computer
  • Bending, stooping, stairs

Working Conditions:

Environment

  • Confidential office
  • May be subjected to adverse behaviour when communicating with employees, or employee representatives and others
  • Some travel may be required.

Control over Work Schedule

  • Works within an office environment with office hours being 8:30 a.m. to 4:30 p.m. (35 hours per week)
  • Overtime may be required. Lieu time is capped at 35 hours per year
  • Required to attend after-hours Council and Committee meetings
  • Work is subject to deadlines and may be required to work overtime to manage workload

Core Competencies

Strategic planning HR Planning Training & Development Planning

Problem Solving Confidentiality Customer Service

Negotiating & Mediation Tact & Discretion Leadership

Performance Management Communication Employee relations

Networking Team Building Analytical

Relationship building