Reporting to the Vice President, Talent Employee Experience, the Head of Human Resources Operations is responsible for serving as a strategic partner and internal consultant to executive committee members as well as the Human Resources Operations Team.

As an active member of the BU Leadership Team, The Head of HR Operations leads overall BU HR operations in accordance with global Employee Experience strategies & expected BU performance & strategic plan. In collaboration with the HR centres of expertise, the Head of HR Ops will create an engaging workplace by:

  • Leading BU organizational transformations and change management initiatives;
  • Leading culture and engagement initiatives at BU level in accordance with overall the organization’s strategic plan and alignment;
  • Deploying Organizational Development, Talent Management, Succession Planning, Performance Management, Learning & Development curriculum & engagement tactics;
  • Managing local Talent Acquisition operations in accordance with TA centre of expertise and global talent acquisition strategy;
  • Executing global compensation & rewards processes & strategy at BU level;
  • Maintaining progressive labour relations and proceeding with collective agreement renewal that fosters a collaborative and efficient operational workplace;
  • Fostering collaboration with payroll in order to facilitate the payroll and time tracking operations;
  • Building and developing a team of Human Resources Business Partners focused on employee experience and engagement;
  • Fostering collaboration with internal communications to support and create an engaging Employee Experience;
  • Delivering on Health & Safety and Wellbeing BU tactics;
  • Assuring BU HR Governance, compliance and reporting;
  • Leading a team of 12-15 with 5 direct reports.
Key Shared responsibilities and collaboration:
  • Responsible for the long-term vision, planning, development, and implementation of all Human Resources strategies. Implements the service offering, determines resources needed and sets challenging objectives, in line with local and global corporate expectations. Acts and thinks as a leader, will set the mission and values of the company while inspiring confidence and generating excitement, enthusiasm, and commitment towards the mission. Finally, the Head of Human Resources Operations will set a good example by personally modeling the desired behaviour and will genuinely demonstrate care about all the organization’s employees.
  • In conjunction with the various Human Resources Centres of expertise, as well as the heads of various functions within the Business Units, the Head of Human Resources Operations will be accountable for:

Strategic responsibilities:

Responsible for creating, implementing, and measuring the success of comprehensive vision and strategies in terms of organizational development executive succession planning, Talent Management, Benefits – Human Resources Information System (HRIS) – Payroll Administration, Human Resources policies and procedures, Employee Communication and Health & Safety.

The Head of Human Resources Operations will promote teamwork and collaboration within his/her department as well as within the leadership team.

Resources Planning:

Responsible for the implementation and achievement of his/her Business Area’s mission, goals and financial objectives. Develops long-term plans and budgets for the department and its activities, monitors progress, assures adherence and evaluates performance. Ensures systems and procedures necessary to the smooth operation of the department. Makes sure that functions are developed, implemented, and continuously improved in conjunctions with the different core service functions. Stays informed of corporate and external developments in the different fields of his/her business areas and use this information to help the organization operate with initiative and innovation.

Key Attributes: Education, Experience, Competencies and Behaviours:

The organization is seeking an outstanding candidate with demonstrated leadership experience, high energy, and drive, as well as a successful track record as a human resources executive.

Competencies and experience should include:

  • Demonstrates a vision of the human resources function as well as the ability to clearly articulate it;
  • Ability to think strategically as well as being able to be a “hands-on” leader with an undeniable client focus;
  • Though a sense of collaboration, executive profile and scope to actively contribute to the leadership committee of the organization;
  • Ability and willingness to coach and support the members of the leadership committee;
  • Proactive style of leadership which will help foresee the possible roadblocks ahead of a fast-growing organization;
  • In order to bring a results-oriented approach to the department, experience in managing a team of human resources professionals through effective communication and empowerment;
  • Pertinent experience in the integration of resources in mergers and acquisitions context would be an asset.
  • As the CEO’s leadership style is very much based on teamwork, the successful candidate will be an effective communicator as well as a team player;
  • An exposure to a unionized environment would be an asset;
  • Demonstrated skills, knowledge and experience in the design and execution of business plans and strategies;
  • Experience in dealing with issues on a national basis: understanding of the Canadian landscape (experience in at least more than one province);
  • Ability to be a Business partner to the President as well as being able to get the Senior Leadership Team (SLT) to efficiently operate as the management body of the organization;
  • Demonstrated skills in both written and oral presentations;
  • Leadership drive and energy to be the main stakeholder in the cultural transformation of the Business Unit;
  • Experienced in developing, planning, and managing budgets. Will also be experienced in hiring, training, developing, supervising, and appraising talent;
  • Commitment to working with shared leadership and in cross-functional teams demonstrating enterprise-wide business perspective;
  • Ability to supervise and manage multiple projects at a time;
  • Strong creative, strategic, analytical, organizational, and personal negotiation skills;
  • Fluently bilingual (French and English).

Education and experience

  • Minimum of a pertinent undergraduate University degree.
  • At least 12 years of leadership experience in Human Resources, having held executive roles in recognized innovative organizations.
Main challenges in relation to the opportunity:
  • Key stakeholder in how to help lead the organization through its current transformation model (shift from “top down” to “first line first”).
  • As well, play the role of key contributor in how to bring the organization to the next level in terms of organizational innovation and in terms of employee engagement.
  • Strategic implication in the integration of the most recent corporate acquisition.
  • Improve the ENPS (Employee Net Promoter Score) in a restructuring and CBA (Collective Bargaining Agreement) negotiation context.
Why join the Company…
  • Be part of a growing organization which is transforming into a more agile and nimble Business Unit.
  • Join the team where a newly recruited President is steering the Business Unit into a growth mode and a new culture based on the most updated best practices.
  • Join a Canadian organization which is publicly traded and part of a growing industry.
  • Ability to make a difference and contribute to the success of the organization on both a tactical and strategic level. (Member of the leadership committee)

Isabelle Girard
Vice President & Practice Leader
514.878.4224, extension 237              

igirard@mandrake.ca

-The masculine gender is used throughout this document solely to facilitate reading and has no discriminatory intent-

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