Director, Human Resources & Workforce Development

Transcription

1 Director, Human Resources & Workforce Development Reports to: Chief Executive Officer The Director, Human Resources & Workforce Development will ensure the alignment of strategic human resource initiatives with the Society s strategic plan. Overall, this position provides strategic, leadership and consulting support to leaders on setting goals, policy development, employee development, staff allocation and management to ensure the strategic goals, operational requirements and the business needs of the Society are met. This senior role is responsible for maintaining modern, progressive human resource management and employee training and development that supports the growth of both the Society and its employees. The programs and services delivered in this area universally support and enhance employee engagement and work to facilitate changes to the organizational culture through modelling a continuum of behaviours and attitudes that embody characteristics such as: accountability, sustainability, inclusive practices, and innovation. Organizational Structure and focus areas: Human Resource Services: Provides support to management and staff in achieving results aligned with organizational priorities in the areas of: o Recruitment and Retention o Employee and Labour Relations o Department Structuring o Accountability Systems o HR policy Development and Review o Health and Safety Employee Services: Provides knowledge, guidance, interpretation, and procedural assistance to employees and managers in the areas of: o Compensation Design and Administration o Benefits Administration o Long Service Appreciation o HRIS Administration and Reporting Workforce Development: Provides quality professional programming and services to facilitate a diverse offering of support, training and development opportunities enabling employees to become skilled, current and engaged in organizational success. Areas of focus include: o Leadership Development o Employee Development o Staff Training, Learning and Development Key Accountabilities This position is accountable for the following areas: Strategic Human Resources Leadership As part of the senior leadership team, provide leadership and management of HR programs and services to the EHS in alignment with the EHS Strategic and Business Plans;

2 Provide leadership to the entire Human Resources function from an overarching Talent Management perspective Work with management to understand the human resource needs of the organization and help support the organization through the development of strategic and integrated human resource strategies; Work on the execution and implementation of the Workforce Development & Human Resources Business Plan; Develop a process for workforce planning. Help make positive changes to the competence and abilities of the workforce through development planning and performance management. Recommend effective approaches for improving workplace productivity and quality; Review the performance management process for employees in its entirety; Provide support to leadership/management to ensure they possess the tools necessary for appropriate capacity, training and development and successful program delivery; Oversee organizational wellness including coordination and leadership of the Workplace Health and Safety Program; Leads contract formation and control processes, the handling of grievances, and employment contract management; is integral in ensuring compliance to labour laws, provincial and federal regulations; Provides leadership in the planning, development, implementation and delivery of human resources, organizational, and workforce development policies and practices; Acts as a mentor, coach and support for the management and staff of Human Resources and Workforce Development. Change Management Lead organizational development projects and assume responsibility as a change agent to build support for and implement change. Develop and drive organizational change through the EHS to adapt to innovations and changing trends in the advancement of animal welfare and adult learning; Assist in the development of a learning strategy for the EHS; Help to identify and articulate the specific competencies and abilities of the workforce that are necessary to carry out EHS strategies and achieve its goals. Stakeholder & Relationship Management Educate management on coaching/mentoring employees; Ensure communication in the organization is continuous and effective through various media tools and organize and facilitate employee and management discussions to effectively encourage an open and positive environment; Provide effective communication, collaboration, and liaison with internal and external stakeholders and within the Workforce Development & Human Resources department; Promotes and maintains partnerships with government agencies and industry to improve and/or leverage delivery of services; Leads and/or participates on internal and external committees as the key representative of Human Resources. Fiscal Responsibility Responsible to deliver the programs and/or services for which they are accountable with the agreed upon budget for the year; performance will be evaluated in relation to area goals and to the organization s goals.

3 Opportunities and Challenges Support the vision and mission of the EHS as set out by the Board of Directors by establishing a clearly defined human resources strategy designed to take help move EHS to the next level in growth; Conduct ongoing reviews of all existing and potential human resources programs to ensure there is alignment of human resource strategies with key priorities and performance measures; Build an honest, integrity-based relationship with employees, working together to ensure their voice is being heard and acknowledged, while at the same time, possess the ability to balance diplomacy with taking a hard line in representing the position of the EHS when necessary; Have the ability to understand and be strategically successful within the parameters of the animal welfare landscape of the EHS. First Year Deliverables Success in the first year will be determined by the Director s ability to: Firmly establish himself or herself as a trusted advisor and be able to meet the needs of the leadership team and peers with respect to any Human Resource issue; Exhibit a high level of business acumen in the approach to the design, creation and implementation of strategic Human Resource and Workforce Development programs; Establish solid relationships with the Workforce Development & Human Resources team members in order to maintain a high-performance culture of the team that focuses on service delivery results; Deliver a talent management plan for the EHS, addressing hiring strategy, mentorship, succession planning, career pathing, workforce planning, retention, and aligning people programs to support these The Individual The successful candidate will have the following: Education: An undergraduate degree in Human Resource Management or related field A Certified Human Resources Professional (CHRP) designation is preferred Experience: Minimum experience of 10 years in a human resource position required Minimum 5 years in a senior-level position in an organization of similar size and complexity Demonstrated ability to manage HR strategy, leadership and organizational development, contracts, and negotiations Demonstrated knowledge and the ability to comply with applicable employment, collective agreements, wage and salary laws and regulations Competencies: Client-focused o Seeks out, listens to and understands various perspectives of their team members, colleagues and others within the EHS o Ability to build and maintain relationships both internally and externally o Develops and fosters an environment that enables respectful, professional relationships, builds team capacity and supports high performance Informing o Possesses strong verbal and written communication skills, welldeveloped information organization and presentation skills

4 o Provides timely information to leaders to support their decision making Ethics and Values o Possesses a level of intellect and ethics, strength of character and presence, combined with emotional intelligence Business Acumen o Superior business acumen and strategic orientation o Keenly understands the impact of policy change, trends and technology on the organization Decision Quality o High degree of critical and logical thinking, analysis, and reasoning o Demonstrated strong problem identification and resolution skills o Analytical thinker and problem solver with sound judgment Drive for Results o Possesses a sense of urgency with a results focus and decisive leadership style others see as influential Caring about Direct Reports o A motivational and inclusive leader who inspires and values a high-performing team o Creates opportunities for meaningful, innovative and creative work for team members; gives team members access to technology, tools, knowledge and people needed to do their work o A well-defined sense of diplomacy, including solid negotiation, conflict resolution and people management skills Managing Vision and Purpose o Leads with intention and purpose, champions a shared leadership model to accomplish common goals; demonstrates passion and courage in setting a direction for both the department and the EHS Strategic Agility o Ability to self-manage short-term priorities and longer-term project developments focused on improving the human resource environment of the EHS o Creative thinker of strategies and plans that are future oriented with visions of what is possible Dealing with Ambiguity o Comfortable managing risks and coping with change and uncertainty Managerial Courage o A leader who is not afraid to challenge the status quo while valuing its strengths; possesses the ability to champion HR initiatives across the organization and be an ambassador in leading creative and effective programs Total Work Systems o Commits to continuous improvement of enterprise wide systems that results in the delivery of high quality training programs and creating an effective work environment Innovation Management o A strategic leader, with the ability to develop innovative solutions and make evidence based decisions at the highest level Priority Setting o Leads with focus and removes roadblocks to zero in efforts on critical task and issues Perspective o A global thinker who can integrate and execute on multiple strategies translating them to productive future outcomes

5 Compensation Compensation will be commensurate with the successful candidate s experience and qualifications. The EHS offers a competitive Not-For-Profit compensation package which includes a comprehensive benefits package, participation in the EDO program, and a strong work-life balance. To Apply Please submit your resume in confidence to hr@edmontonhumanesociety.com along with your salary expectation by 12:00PM on July 6 th, Please note that we will be reviewing resumes as we receive them. The Edmonton Humane Society is committed to Employment Equity and encourages applications from all qualified candidates. We welcome applications from all qualified individuals, including women, persons with disabilities, members of visible minorities and aboriginal persons, individuals of diverse gender and sexual orientation and all groups protected by the Human Rights Code.