HR Director

Role Overview

• Works closely with the VP HR and corporate client groups to deliver on HR strategies pertaining to organizational design and effectiveness, business transformation, capabilities and development of specific leaders and employees.
• Diagnoses issues and identifies HR implications of business strategy, partnering with COEs for program design and working closely with business leaders to execute on the strategy.
• Responsible for executing on all aspects of the talent lifecycle and proactively identifies and analyzes talent issues before they impact the business.
• Plays a key role in developing the next generation of leaders through unique and innovative approaches with a focus on diversity, including supporting the succession planning and talent review process.
• Provides change management support in relation to business transformation and reorganization as well as any HR initiatives or, annual programs/policies that impact their areas of responsibility and the broader organization.
• Works with the HR COE's by providing business input into the development and execution of HR programs and practices including compensation and incentive programs.
• Partners with corporate business leaders to build and lead an integrated plan that captures the HR requirements necessary for business success in support of business transformation.
• Provides leadership to the business leaders in developing, implementing and follow-up on action plans to address employee engagement issues.
• Supports diversity and inclusion initiatives 10% travel required as necessary.

Requirements

• University degree and over 7
• 10 years of experience as an HR generalist or, an equivalent combination and background across all facets of HR, including Change Management, Transformation, Organization Design and Talent Management.
• CHRP or CHRL and a graduate degree in Business or Industrial Relations is an asset.
• Broad understanding of all HR disciplines and best in class HR programs and practices including Compensation & benefits, Talent Review & Succession, Performance Management and Recruitment.
• Labour relations and experience in a unionized setting would be a distinct asset.
• Previous experience leading HR in corporate areas, and experience in a manufacturing or advanced technology environment would be a distinct asset.
• Strong business acumen including a deep understanding of internal operations and external business environment.
• Ability to partner with management to understand needs and develop solutions.
• Ability to leverage data and insights to develop People Strategies and programs to drive business performance.
• Excellent facilitation skills; the ability to work closely with business unit leaders and act as a strong business partner to VPs and Directors in the business.
• Superior verbal and written communication skills and comfort interacting with senior management.
• In-depth analytical, problem-solving and project management skills.
• Resourceful with the ability to quickly develop insights on the global organization and leaders.
• Strong impact and influencing skills combined with gravitas.
• Ability to pivot in the moment and effectively challenge with a different point of view.
• Exudes confidence under pressure and works outside of prescribed boundaries.
• Organizational Design skills and experience Change management skills and experience would be a definite asset.
• Superior collaborative working abilities and experience.
• Demonstrated ability to execute quickly, effectively and consistently.
• Experience with diversity and inclusion programs an asset.

Benefits

• A comprehensive benefits package is offered in addition to this range.