The Director of Human Resources (HR) is a trusted advisor and business partner to line management and employees to ensure business success through motivated high-quality people. They direct and coordinate the HR function, ensuring application of HR systems, tools and processes to support the business, and promoting fair treatment of employees. As the facilitator of the culture and keeper of the values, the Director of HR leads all functions dealing with the needs and activities of the organization’s people including planning and development, and employee and labour relations.

Responsibilities:

Employee and Labor Relations

• Act as a trusted advisor to all People Leaders, including the executive and senior management team on all employee matters
• Serve as an employee advocate within the leadership team to ensure appropriate consideration is given to employee issues to enable maximum business results
• Identify ways to increase employee retention and productivity including strategies to enhance employee engagement, leadership, people development, regular feedback and coaching, career pathing and promoting a coherent organizational culture
• Partner with the leadership team to formulate, develop, implement and evaluate an HR talent management strategy to achieve the organization’s goals and to create value to stakeholders.
• Proactively develop and maintain effective employee/labour relations in a professional, consistent and fair manner
• Coach and advise management on the appropriate resolution to employee/labour relations issues
• Perform lead role in assuring compliance with the collective bargaining agreements, and other labour issues involving field employees
• Manage mediation, grievance and arbitration processes
• Participate in union negotiation meetings, acting as the lead representative for Schindler
• Lead the development and execution of labour disruption contingency plans

People Leadership

• Provide leadership and direction to Human Resources function
• Manage direct reports through providing coaching, mentorship, guidance and constructive feedback to promote employee development
• Follow Schindler’s performance management process including conducting employee evaluations, setting objectives, and assessing results
• Create and execute training and development plans for Human Resources function
• Effectively communicate necessary information to keep Human Resources function organization informed of Company initiatives, achievement of targets, and to resolve departmental issues

Compensation and Benefits

• Develop compensation strategies that attract, motivate and retain top talent
• Administer salary, incentive and benefit programs to ensure compliance and equity within organization
• Provide recommendations on compensation matters, and research compensation trends with the external market
• Lead annual incentive, salary planning and review process
• Manage employee benefits programs, evaluate and make recommendations for enhancement

Talent Acquisition

• Develop and drive talent management strategies to ensure effective employee alignment with the needs of the business.
• Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
• Provide direction and assistance for recruitment activities throughout the organization
• Consult with Managers to determine job requirements and select appropriate personnel
• Lead talent acquisition initiatives including the Schindler Career Development Program (SCDP), and Top Talent selection

Performance Management, Learning and Development

• Manage all activities related to people development and ensure their successful execution
• Drive various initiatives that support employee engagement, including the Employee Survey (SEES), performance management (PDS), training, and recognition programs
• Lead and support the performance management program and annual review process, and ensure all salaried personnel have annual Performance and Development Reviews (PDS) completed
• Identify employee development needs and establish training plans and resource requirements
• Develop, communicate and train employees on employment policies, procedures and programs
• Identify and communicate required training activities and assist operations to plan and schedule as required
• Develop and maintain new employee orientation programs

Policies, Procedures and Compliance

• Monitor employment and labour legislation, and make recommendations to ensure organizational compliance
• Review and develop policies to ensure employees are provided with clarity and standards surrounding employee conduct, employee and employer rights and responsibilities, and Schindler programs
• Partner with Managers to interpret and implement HR policies, practices, and procedures
• Oversee HR administration functions including employee records management and implementation as well as application of HRIS (Success Factors).

Qualifications

• Bachelor’s Degree with a focus on Human Resources, CHRP designation is an asset.
• A minimum of ten (10) years in a Human Resources role, with at least three (3) years at a Managerial level, preferably from a sales, service or construction industry

Critical Skills

• Proficient in MS Office
• Analytical: Ability to think conceptually to have impact, ability to understand complex tasks/situations/problems, analyze them using a systematic approach and identify trends or relationships
• Coaching and Mentoring: ability to motivate and guide team members
• Communication: Ability to articulate vision and communicate strategy across all levels of the organization
• Customer Service: possess internal customer-oriented attitude
• Leadership: Ability to lead by providing clear expectations and standards, delegating responsibilities and holding employees accountable, recognizing employee achievements and addressing performance gaps and fostering team commitment
• People Management: Ability to select, train, supervise and evaluate staff
• Presentation: Ability to present materials clearly and engage audience
• Problem Solving: Information seeking and achievement orientation, ability to solve problems both independently and collaboratively
• Teamwork: Ability to interact with all levels and be an integral part of the operation
• Sensitive Material Handling/ Confidentiality: Ability to maintain confidentiality and remain objective while working with sensitive and confidential materials
• Strategy: Demonstrate the ability to take the role to that of a Strategic partner with the organization