Director of People and Culture

On behalf of our client, we are seeking an innovative and strategic leader for the Director, People and Culture role. As part of the senior management team, this individual will provide leadership in all aspects of Human Resources (HR) to support the achievement of both strategic and operational goals. This role will be responsible for fostering an environment of continuous improvement, learning, and employee engagement, while promoting a culture of diversity, inclusion, respect, and professional excellence.

Key Responsibilities:

HR Strategic Direction:
Lead the development and implementation of the HR strategy.
Collaborate with leadership to prioritize HR initiatives and drive organizational effectiveness.
Ensure compliance with employment law, human rights regulations, and governance policies.
Lead HR projects such as organizational reviews and pay equity initiatives.
Provide guidance on WSIB claims, employee accommodation, return to work, and leaves of absence.
Stay informed on HR trends, legislation, and best practices to update policies as needed.
Lead leadership development training programs for senior leadership and high-potential employees.
Assist with reporting for Board meetings and Annual General Meetings.
Participate in monthly strategic HR discussions with governance and HR committees.

Organizational Culture and Effectiveness:
Align HR solutions with the organization's strategic vision, values, and goals to enhance workplace culture.
Manage performance and discipline decisions, as well as employee promotions and terminations.
Develop programs to boost employee engagement, including employee recognition and mentorship programs.
Collaborate with union representatives on grievances, collective bargaining, and workforce relations.
Provide support in workforce planning and analytics.
Foster a culture of health, safety, and wellbeing, ensuring compliance with safety practices.

Talent Recruitment and Retention:
Develop strategies to identify and recruit critical roles and create succession plans.
Establish a compelling employer brand to attract top talent.
Build a sustainable talent pipeline to support business continuity.

Operational HR Team Leadership:
Oversee talent acquisition, benefits administration, and training & development programs for all staff.
Prepare training fund applications and ensure reconciliation of related reports.
Monitor key performance indicators (KPIs) for HR activities and develop mitigation strategies as necessary.
Perform additional duties as assigned.

Qualifications:
Bachelor’s degree in Human Resources or related field.
Minimum of 5 years’ experience in HR roles with exposure to employee relations, performance management, staffing, organizational development, compensation, training, benefits, and health & safety practices.
CHRP or CHRL designation preferred.
Proven experience in program leadership and providing HR strategy support to senior leadership.
Strong interpersonal and stakeholder management skills.

Knowledge:
Knowledge of Ontario’s health, home & community care sector is an asset.
Familiarity with the Employee Standards Act and Labour Relations Act.
Well-versed in collective agreement procedures and contract negotiations.
Proficient in benchmarking tools to evaluate HR programs and services.
This is a leadership opportunity for a forward-thinking professional who will play a pivotal role in shaping the HR function and organizational culture.

Advantages
Leadership Opportunity: As part of the senior management team, the Director plays a key role in shaping the organization's HR strategy and culture. This is an excellent opportunity to lead and influence the development of the HR function at a strategic level.

Impact on Organizational Culture: The role involves fostering a culture of diversity, inclusion, and respect, making a direct impact on the work environment and employee engagement. The Director can help create a positive and supportive atmosphere that aligns with the organization's values and goals.

Career Growth: With a focus on leadership development, mentorship programs, and succession planning, the role provides significant career development opportunities for both the individual in the position and the team members they support.

Strategic Influence: The Director will collaborate closely with senior leadership, providing a unique opportunity to influence organizational priorities and business outcomes. This role is essential in driving initiatives that align with the organization's vision.

Professional Development: The role offers exposure to various HR facets such as employee relations, compensation, organizational development, and labor relations. It provides an environment for continuous learning and growth in HR management.

Work-Life Balance: As a permanent, full-time position, this job can offer stability and work-life balance compared to more transient or less secure roles.

Comprehensive Benefits: While not explicitly mentioned, this type of senior-level HR role typically offers competitive compensation and benefits packages, including health, wellness, and retirement plans.

Impactful Work: With the responsibility to drive organizational effectiveness, employee engagement, and workforce development, this position offers meaningful work that can directly contribute to the organization’s success and well-being of its employees.

Diversity and Inclusion Focus: The emphasis on diversity, equity, and inclusion is not only rewarding from a cultural perspective but also positions the organization as a leader in progressive HR practices.

Job Security: This role's permanent, full-time status within a senior leadership team offers strong job security and long-term career potential.



Responsibilities
HR Strategic Direction:
Lead HR Strategy Development: Develop and implement the organization's HR strategy in alignment with business goals.
Collaborate with Leadership: Work closely with senior leadership to prioritize HR initiatives that support the organization’s strategic and operational objectives.
Ensure Legal Compliance: Ensure the organization complies with employment laws, human rights regulations, and governance policies.
Lead HR Projects: Manage initiatives like organizational reviews, pay equity initiatives, and other HR-related projects.
Provide HR Guidance: Offer expert advice on WSIB claims, employee accommodation, return to work programs, and leaves of absence.
Stay Updated on Trends: Keep abreast of HR trends, new legislation, and best practices, updating policies as necessary.
Leadership Development: Lead programs focused on leadership development for senior leaders and high-potential employees.
Board and AGM Reporting: Support the preparation of reports for Board meetings and Annual General Meetings.
HR Committee Participation: Participate in strategic HR discussions with governance and HR committees.
2. Organizational Culture and Effectiveness:
Align HR Solutions with Vision: Ensure HR strategies align with the organization’s strategic vision, values, and goals to enhance workplace culture.
Performance and Discipline Management: Oversee performance management, discipline decisions, promotions, and terminations.
Employee Engagement Programs: Develop initiatives to increase employee engagement, including recognition and mentorship programs.
Labor Relations: Work collaboratively with union representatives on grievances, collective bargaining, and workforce relations.
Workforce Planning and Analytics: Support workforce planning efforts, leveraging analytics to drive organizational effectiveness.
Health and Safety Culture: Foster a culture focused on health, safety, and employee well-being, ensuring compliance with safety standards.
3. Talent Recruitment and Retention:
Recruitment Strategy: Develop strategies to identify and recruit critical roles, ensuring organizational continuity.
Employer Branding: Create and promote a strong employer brand to attract top talent.
Succession Planning: Build a sustainable talent pipeline by planning for future leadership needs and employee retention.
4. Operational HR Team Leadership:
Oversee HR Programs: Lead HR operations, including talent acquisition, benefits administration, and training & development programs.
Training Fund Management: Oversee training fund applications, ensuring proper reconciliation and reporting.
Monitor HR KPIs: Track key HR performance indicators (KPIs) and develop strategies to mitigate any issues.
Additional Duties: Take on additional HR-related duties as assigned by leadership.

Qualifications
Education:
Bachelor’s degree in Human Resources, Business Administration, or a related field. A higher level of education (e.g., a Master's degree) could be an asset but is not mandatory.
Experience:
Minimum of 5 years’ experience in various HR roles, particularly in areas like:
Employee relations
Performance management
Staffing and recruitment
Organizational development
Compensation and benefits
Health and safety practices
Proven experience in leading HR programs and providing HR strategy support to senior leadership.
Certifications:
CHRP (Certified Human Resources Professional) or CHRL (Certified Human Resources Leader) designation is preferred.
These certifications demonstrate professional credibility and expertise in HR management.
Knowledge:
Ontario’s health, home, and community care sector knowledge is an asset, as it can help in understanding the specific challenges and nuances in this sector.
Familiarity with the Employee Standards Act and Labour Relations Act is essential, particularly for roles involving union negotiations and compliance.
Expertise in collective agreement procedures and contract negotiations.
Proficiency in benchmarking tools used to evaluate HR programs and services.

Summary
The Director, People and Culture role is a senior leadership position responsible for driving strategic HR initiatives, fostering a positive organizational culture, and overseeing the full spectrum of human resources functions. The role involves aligning HR strategies with business goals, ensuring legal compliance, managing talent recruitment and retention, and promoting employee engagement and wellbeing. The Director will collaborate closely with senior leadership, support workforce planning, and manage HR projects like organizational reviews and pay equity initiatives.

Key Responsibilities:
Lead HR strategy and ensure compliance with laws and policies.
Develop programs to enhance organizational culture, employee engagement, and performance management.
Oversee talent recruitment, succession planning, and retention strategies.
Foster a culture of health, safety, and inclusion.
Lead HR team operations, monitor key performance indicators, and manage training and development programs.
Qualifications:
Bachelor’s degree in Human Resources or a related field.
5+ years of HR experience, particularly in employee relations, performance management, and compensation.
CHRP or CHRL certification preferred.
Familiarity with Ontario’s health, home & community care sector and labor laws is an asset.
Strong interpersonal and stakeholder management skills.
This role offers the opportunity to influence organizational culture and HR strategy, leading impactful change while supporting the overall business goals.

Randstad Canada is committed to fostering a workforce reflective of all peoples of Canada. As a result, we are committed to developing and implementing strategies to increase the equity, diversity and inclusion within the workplace by examining our internal policies, practices, and systems throughout the entire lifecycle of our workforce, including its recruitment, retention and advancement for all employees. In addition to our deep commitment to respecting human rights, we are dedicated to positive actions to affect change to ensure everyone has full participation in the workforce free from any barriers, systemic or otherwise, especially equity-seeking groups who are usually underrepresented in Canada's workforce, including those who identify as women or non-binary/gender non-conforming; Indigenous or Aboriginal Peoples; persons with disabilities (visible or invisible) and; members of visible minorities, racialized groups and the LGBTQ2+ community.

Randstad Canada is committed to creating and maintaining an inclusive and accessible workplace for all its candidates and employees by supporting their accessibility and accommodation needs throughout the employment lifecycle. We ask that all job applications please identify any accommodation requirements by sending an email to accessibility@randstad.ca to ensure their ability to fully participate in the interview process.