Assistant Director of Human Resources

Millennium Hotels and Resorts; River Valley; On-site; CAD 80,000 - 100,000; Full time

Job summary

A leading hospitality group in Ontario is seeking an HR Business Partner to collaborate with senior management on HR solutions. You will lead recruitment efforts, support HR budgeting, and enhance employee engagement through strong communication strategies. The ideal candidate has a track record in HR generalist roles with experience in union negotiations and policy development. This position offers a dynamic work environment focused on talent and workforce planning.

Qualifications

• Proven track record in HR generalist roles with strong exposure to business partnering.
• Comfortable with numbers and budget processes, able to interpret metrics into actionable insights.
• Strong interpersonal, communication, and influencing skills.

Responsibilities

• Partner with senior management to provide proactive HR solutions.
• Lead recruitment efforts for mid to senior management positions.
• Support HR budgeting processes aligned with business goals.
• Build strong employee connections through engagement strategies.
• Support performance management processes and monitor talent pipelines.

Skills

HR generalist experience

Recruiting mid to senior-level positions

Strong interpersonal skills

Experience with HR metrics

Policy development

Union negotiations

Job description

Millennium Hotels and Resorts – River Valley

Business Partnering

• Partner with senior management teams to understand business priorities and provide proactive HR solutions.
• Translate business needs into HR priorities across workforce planning, succession, and talent development.
• Act as a trusted advisor to leaders, balancing employee advocacy with business objectives.

Recruitment & Talent Acquisition

• Lead recruitment efforts for mid to senior management positions, ensuring a strong pipeline of talent.
• Identify and manage effective external channels for talent sourcing.
• Support the employer branding agenda to position the organization as an employer of choice.

Workforce Planning & Budget Alignment

• Support HR budgeting processes, ensuring initiatives are cost-effective and aligned with business goals.
• Analyze workforce data to provide insights on headcount, productivity, and cost trends.
• Ensure compliance with manpower planning and reporting requirements.

Employee Engagement & Relations

• Build strong employee connections through responsive engagement and communication strategies.
• Support initiatives to maintain a positive employee relations climate.
• Advise managers on employee relations issues, ensuring compliance with policies and regulations.
• Review, update, and implement HR policies to reflect evolving business needs and regulatory requirements.
• Benchmark policies against market practices to ensure competitiveness and relevance.
• Communicate and embed new policies across the organization, ensuring consistency and compliance.

Performance & Talent Management

• Support the implementation of performance management processes, ensuring clarity and consistency.
• Monitor talent pipelines and succession planning for critical roles.
• Support the design and administration of competitive compensation and benefits programs.
• Provide analysis on salary structures, benefits offerings, and market competitiveness.
• Ensure compensation practices are aligned with budgets, internal equity, and legal requirements.
• Partner with managers to advise on reward decisions and employee recognition programs.

Experience and Skills

• Proven track record in HR generalist roles with strong exposure to business partnering.
• Comfortable with numbers and budget processes, with the ability to interpret HR metrics into actionable insights.
• Experience recruiting mid to senior-level positions.
• Strong interpersonal, communication, and influencing skills across cultures and organizational levels.
• Experience in reviewing, developing, and implementing HR policies.
• Exposure to compensation and benefits administration and analysis.
• Ability to balance operational HR delivery with forward‑looking, strategic contributions.
• Demonstrated experience in union negotiations, grievance handling, and collective bargaining.