People & Culture Director

CSN Collision; Oakville; On-site; CAD 100,000 - 130,000; Full time

Job summary

A leading collision repair network in Ontario is seeking a Director, People & Culture to spearhead HR strategies that enhance workforce safety, employee development, and compliance with regulations. The ideal candidate has extensive HR experience, strong leadership skills, and is adept at fostering a positive work culture. This role offers competitive pay and growth opportunities within the company.

Benefits

Competitive pay and bonus

Comprehensive benefits

Company laptop

Qualifications

• 10-15 years of progressive HR experience is common.
• At least 3-5 years in a leadership or senior HR management role.
• Ongoing training in specific areas is beneficial.

Responsibilities

• Lead company-wide HR strategies and programs.
• Drive recruitment, development, and retention initiatives.
• Manage compliance with labor laws and regulations.
• Oversee compensation and benefits structure.

Skills

Leadership

People management

Conflict management

Organizational development

Education

Bachelor's degree in People & Culture or related field

Master's degree in People & Culture or business administration

Certifications such as CHRP, CHRL, CHRE

Tools

HRIS

Job description

About:

CSN Collision, founded in 2002, is a leading network of over 400 independently owned and operated collision repair centres across three countries. We repair over 230,000 vehicles annually, delivering trusted, like-new repairs. Our strength lies in supporting our licensees through operational excellence, training, and marketing initiatives, ensuring the highest standards for our customers and communities.

Summary of the role:

The Director, People & Culture will lead company-wide HR strategies, programs, and policies that foster a high-performance, employee-focused culture. This role drives recruitment, development, and retention initiatives, ensuring alignment with organizational goals, and partners with leaders to address People & Culture matters while reporting directly to the CEO.

Primary Objectives:

• Safety of the workforce
• Development of a superior workforce
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance
• Personal ongoing development
• Development of the People & Culture Department
• Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies
• Develops and monitors an annual budget that includes People & Culture services, employee recognition, company philanthropic giving, and administration
• Selects and supervises People & Culture consultants, and training specialists, and coordinates company use of insurance brokers/carriers, pension administrators, and other outside sources
• Conducts a continuing study of all People & Culture policies, programs, and practices to keep management informed of new developments
• Leads the development of department goals, objectives, and systems
• Supports the establishment of departmental measurements that support the accomplishment of the company's strategic goals
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company
• Participates in executive, management, and company staff meetings and attends other meetings and seminars
• With the executive team, annually plans the company's philanthropic and charitable giving
  
  

People & Culture Information Systems HRIS

• Manages the development and maintenance of the People & Culture sections of both the internet, particularly recruiting, culture, and company information; and intranet sites
• Utilizes People & Culture Information Software (HRIS) to the company's recordkeeping and management advantage
  
  

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce
• Interviews management- and executive-level candidates; serves as an interviewer for position finalists
  
  

Employee Relations

• Formulates and recommends People & Culture policies and objectives for the company with regard to employee relations
• Partners with management to communicate People & Culture policies, procedures, programs and laws
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Conducts investigations when employee complaints or concerns are brought forth
• Monitors and advises managers and supervisors in a discipline system for the company. Monitors the implementation of a performance improvement process with non-performing employees
• Reviews and guides management recommendations for employment terminations
• Leads the implementation of company safety and health programs. Monitors the tracking of applicable Safety Association required data
  
  

Compensation

• Establishes the company wage and salary structure, pay policies, and oversees the pay systems within the company including bonuses and raises
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff
• Monitors all pay practices and systems for effectiveness and cost containment
  
  

Benefits

• With the assistance of the Director, Finance, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings
• Leads the development of benefit communication, orientation and training
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
  
  

Law

• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Opportunity, Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies
• Protects the interests of employees and the company in accordance with company People & Culture policies and governmental laws and regulations
  
  

Organization Development

• Designs and directs a company-wide process of organization development that addresses issues such as superior workforce development, key employee retention, organization design, succession planning, and change management
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction and culture, so that it supports the attainment of the company's goals and promotes employee satisfaction
• Manages the company-wide wellness, training, environmental health and safety, activity, and culture initiatives
• Keeps executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level
• The Director, People & Culture assumes other responsibilities as assigned by the CEO
  
  

Requirements

EDUCATION AND EXPERIENCE

The position would be best suited for someone with the following abilities:

• 10-15 years of progressive HR experience is common
• At least 3-5 years in a leadership or senior HR management role (Senior HR Manager or similar)
• Bachelor's degree in People & Culture or a similar field. A master's degree in People & Culture or business administration would be of benefit
• Certifications such as CHRP, CHRL and CHRE
• Ongoing training in specific areas, such as conflict management or healthcare administration would be of benefit.
  
  

Benefits

• Competitive pay and Bonus
• Competitive Benefits
• Company Laptop
  
  

CAREER PATH

As CSN continues to expand, there will be many opportunities that develop. This position will allow for the opportunity to develop a leadership role for future career opportunities.

CSN is an Equal Employment Opportunity employer. Qualified applicants will receive consideration for employment regardless of age, race, colour, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. We strive to cultivate an inclusive, accessible environment, where all employees and customers feel valued, respected, and supported. We are dedicated to growing our corporate team in a way that reflects the diversity of our customers and communities in which we live and serve.

If you require an accommodation for the recruitment/interview process (including alternate formats of materials, or accessible meeting rooms or other accommodation), please let us know and we will work with you to meet your needs.

Disclaimer: CSN Collision "CSN" does not accept resumes from employment placement agencies, head-hunters or recruitment suppliers that are not in a formal contractual arrangement with us. Our recruitment supplier arrangements are restricted to specific hiring needs and do not include this or other web-site job postings. Any resume or other information received from a supplier not approved by CSN to provide resumes to this posting or website will be considered unsolicited and will not be considered. CSN will not pay any referral, placement, or other fee for the supply of such unsolicited resumes or information.