Director of Human Resources

Nighthill Recruitment Agency; Aurora; On-site; CAD 110,000 - 160,000; Full time

Job summary

Nighthill Recruitment Agency in Canada seeks a Director of Human Resources to provide strategic leadership and oversee HR operations across the organization, aligning people processes with business goals. You will drive talent management, compensation, benefits, compliance, and HR analytics while partnering with the CEO and Board.

The ideal candidate will have 7–10 years of senior HR experience, non-profit exposure preferred, and a proven ability to implement policies, manage budgets, and foster

Qualifications

• Bachelor’s degree required; Master’s degree preferred.
• 7–10 years of HR generalist/partner experience.
• Experience leading HR departments through change.
• Experience with equity, diversity and inclusion strategies.
• Experience in non-profits.
• Experience with employee relations.
• Must have a clear vulnerable sector screening.

Responsibilities

• Lead HR administration and systems to align with culture and laws.
• Present HR metrics and reports to the Board.
• Oversee talent management including recruitment, onboarding and retention.
• Develop and implement workforce planning and performance programs.
• Manage compensation, benefits and salary structures.
• Ensure health and safety policies and training.
• Provide guidance on employee relations and investigations.
• Collaborate with senior leadership on quality assurance and IT etc.

Skills

Leadership

HR policies

Communication

Budget management

Confidentiality

Diversity & inclusion

Strategic thinking

Education

Bachelor's degree in HR or related field

Master's degree preferred

Tools

ADP Workforce Now

HRIS systems

HR analytics tools

Job description

About the job Director of Human Resources

The HR Director will report to the Chief Executive Officer. In this role, the HR Director will provide vision, leadership, planning, project coordination and management for the development of a cost-effective department, while concurrently facilitating efficient operations to meet current and future business needs of the organization. The Director of Human Resources will understand and demonstrate ethical behavior and business practices and ensures that their own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization.

DUTIES AND RESPONSIBILITIES

The Director of Human Resources is responsible for the following essential functions and responsibilities.

General HR Administration and Systems

• Ensure all HR guidelines, policies and procedures align with culture, values and legislative requirements.
• Attend the Board of Directors meetings as necessary to educate Board members about HR matters, recommendations, and provide outcomes and reports.
• Work with Senior Leadership to determine pertinent HR metrics and relevant benchmarks to track and trend.
• Provide oversight and direction regarding talent management including recruitment, terminations, training and development, compensation, and organizational structure.
• Assume the lead role on human resource benefits and compliance.
• Understand, interpret, and share relevant laws, best practices, accreditation standards and guidelines set by relevant associations related to personnel management and ensure all HR processes and actions comply with these laws.
• Ensure all relevant memberships, licenses, and certifications are current and consult with our legal counsel regarding employment relations to ensure practices are legally sound.
• Supervise, direct and mentor the human resource staff.
• Provide vision, leadership, planning, and project coordination for the utilization of Human Resources Information System/Software ("HRIS") within the organization.
• Working alongside senior leadership (management and directors) to plan, direct and supervise all HR activities relating to quality assurance, finance, IT, social media etc. as required.

Candidate Recruitment, Hiring, Onboarding and Retention

• Design and implement strategic initiatives in the area of workforce planning, performance management, and retention & compensation programs.
• Drive the agency's talent management and development initiatives by identifying and assessing the current and future needs of the organization in alignment with the overall strategic plan.
• Oversee the hiring process to ensure consistency across departments and appropriate communication among staff.
• Provide on-boarding services and agency orientation to all new staff members and ensure department and/or program level orientations are standardized and effective.
• Provide advice, guidance and direction regarding employee relation concerns, up to and including the facilitation of investigations, conflict resolution, disciplinary measures, terminations, staff relocations, etc.

Professional Development and Performance Management

• Train, coach, and support managers to navigate evaluation, training, promotion, discipline, termination, and other HR issues.
• Collaborate with managers to update job descriptions across the agency and implement a system for regular review and revision to descriptions.
• Provide interpretation/guidance to the senior management team regarding employee/labour relations, policies, and performance management.
• Design and implement an enhanced performance management system for employee evaluation. Motivate staff to achieve goals through individual and team supervision, coaching, training, and staff development, among other strategies.
• Develop internal staff trainings and identify relevant available external trainings.

Benefits/Payroll Administration

• Evaluate and update the organisation'scomplete benefits plan as required.
• Research, implement, and maintain salary scales to standardized salary ranges across the agency and relative to peer organizations and internal budgets.
• Negotiate benefit plan renewals to balance quality coverage with expenses for the agency and employees.

Health & Safety

• Act as the designated internal Health & Safety lead, review and develop the Health & Safety manual, complete with relevant and legislatively mandated Health & Safety policies and procedures to ensure a safe and secure working environment.
• Source and/or develop training programs as it pertains to Health & Safety topics.
• Carry out regular Health & Safety follow-ups and compliance checks, liaise with external Health and Safety experts when needed.
• In addition to the above, perform other job-related duties as required.

SKILLS AND ABILITIES

• Demonstrated organizational leadership and decision-making capability at a senior management level in a collaborative manner.
• Demonstrated initiative in determining new or modifying existing HR policies and procedures and effectively communicating them to staff and Board members.
• Ability to communicate to staff and Board members the short and long-term impact, specific and strategic, of HR policy and procedures.
• Ability to manage budgets and experience working closely with the CEO to achieve organizational goals.
• Excellent interpersonal skills in a collaborative and diverse team environment.
• Awareness and appreciation for the dynamics of equity issues (diversity and inclusion) especially as it relates to gender, ethnicity, race, and economic status.
• Excellent verbal and written communications skills, including editing skills with meticulous attention to detail.
• Ability to achieve goals and align interests through cooperation and collaboration with other groups and cross-functional teams, even where no direct reporting relationship exists.
• Demonstrated ability to exercise sound judgment and maintain confidentiality when dealing with sensitive matters.
• Ability to speak a second language is desirable.

QUALIFICATIONS

• Bachelor's degree required, Masters degree preferred, in a related field such as Human Resources or Organizational Psychology.
• Minimum 7-10 years of HR Business Partner/Generalist experience across a range of competencies including policy development, hiring processes, evaluations, salary classification, conflict resolution, regulatory issues, risk management and HR best practices.
• Demonstrated experience leading HR department(s) through strategic and transactional change.
• Experience in Equity, Diversity, and Inclusion (EDI) strategies, processes, trends and innovation.
• Experience in non-profits.
• Experience with employee relations.
• Experience with Workforce Now ADP and/or other HRIS software preferred.
• Identification with the strategic mission, vision and values of the organization.
• Must have a clear vulnerable sector screening.