This is an exciting opportunity for a dynamic individual with a rich background and expertise in leading people and culture portfolios. With support from Carefor’s VP, People, Strategy, Performance & Partnerships, the director’s responsibilities will include:

Strategic and Operational Responsibilities:

• Provides leadership in establishing the strategic objectives, key performance indicators and optimal organizational structure required to lead Carefor’s people and culture team, policies and programs; ensures alignment with Carefor’s strategic directions, priorities, mission, vision, and values.
• Anticipates and identifies emerging issues, trends, challenges, and continuous improvement opportunities impacting the achievement of people and culture strategies and operational priorities; implements appropriate changes to departmental policies and processes.
• Assumes responsibility for the accuracy, timeliness, and consistency of team deliverables/programs and ensures all activities are aligned with legal, regulatory, and organizational policies and procedures.
• Fosters and develops collaborative relationships between departments to ensure an integrated approach to meeting organizational goals and objectives.
• Leverages technology and data to monitor organizational performance and guide decisions that pertain to people and culture.
• Leads the overall strategy and implementation of the organization’s Job Evaluation and Compensation frameworks while observing Pay Equity legislation.
• Professionally represents the organization both externally with partners/stakeholders and internally with the Senior Leadership Team and Board of Directors.

Managerial/ Supervisory Responsibilities:

• Provides coaching and leadership development support throughout the organization with a client and employee safety-centered approach, creating an environment that encourages empathetic leadership.
• Plans, directs, monitors, and coordinates the provision of resources and services required to carry out the core functions of people and culture portfolio.
• Responsible for building and maintaining a high performing and engaged team by providing ongoing direction, feedback, formal performance reviews, and coaching.
• Fosters and develops collaborative relationships between departments to ensure an integrated approach to meeting organizational goals and objectives.
• Participates in the Management On-Call roster.

Labour & Employee Relations Responsibilities:

• Overall leadership for Carefor’s labour relations activities, including collective agreements, bargaining negotiations in collaboration with business leaders.
• Provides operational guidance in labour relations activities and participates in related grievances, mediations, arbitrations, as required.
• Promotes and maintains positive relations with Union Representatives and local Leaders.
• Leads the Equity, Diversity, Inclusion and Anti-Racism strategy and implementation plan for the organization.

Financial Responsibilities:

• Supported by Finance partners, leads the development of the annual operating budget for the people and culture portfolio and is accountable for financial performance of the department.
• Regularly monitors expenditures and revenues against the budget and takes corrective action when necessary.
• Reviews monthly financial reports and adjusts course as required to stay within budget targets.

This position requires an energetic, knowledgeable, and innovative person equipped with the ability to lead people effectively and deliver sound advise to its leaders. The incumbent will be a people person; they will have the ability to lead the people and culture portfolio and all it entails with a limited budget to maximize revenues for programs and services in need.

Qualifications, experience, credentials

• Minimum bachelor’s degree in human resources field, master’s degree considered an asset.
• CHRE / CHRL designation or equivalent required
• Minimum of 8 years of progressive leadership experience in Human Resources
• Labour relations expertise, with a minimum of 5 years’ experience working in a unionized environment; demonstrated ability to negotiate collective agreements and deal with grievances and arbitrations
• Demonstrated ability to manage core people and culture processes such as talent management, succession planning, EDI-AR and employee relations
• Ability to interpret, negotiate, develop, and implement people and culture systems, policies, collective agreements, compensation and benefit plans and related legislation (e.g., ESA, Pay Equity, Occupational Health & Safety)
• Extensive budget and business management experience with the ability to analyze and use financial information and statements to identify issues and propose effective and efficient change.
• Demonstrated experience managing external relationships including contract management, union negotiations, financial management, conflict resolution, and general stakeholder/external relations.

Qualifications, considered an asset

• Experience in health care and not-for-profit sector
• Knowledge of the healthcare environment and awareness of current trends in health system evolution and best practices in human resources within healthcare
• Fluency in both official languages                           

Leadership capabilities

• Self-aware, innovative, and resourceful, equipped with the ability to deal with a wide range of issues and tasks proactively and simultaneously, with a calm demeanor and an employee-centric
• Collaborative leadership style with proven ability to build trust within and between teams.
• Proven track record of achieving results in a changing
• Strong ability to lead, encourage and enable
• Proven analytical, decision-making, and planning
• Proactive and entrepreneurial mindset with the ability to identify and investigate complex issues and provide effective, timely solutions.
• Good organizational, time management, and prioritization
• Strong written and verbal communication skills to communicate concisely and confidently with internal and external stakeholders at all levels.
• Demonstrated ability to exercise discretion and judgement in handling confidential or sensitive issues.
• Exhibits high ethical standards and integrity in personal and professional

Please Note

This description has been designed to indicate the key responsibilities of the job and the nature of work performed by employees.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties and tasks required of employees assigned to this job.