Position summary:

This position collaborates closely with leaders to understand business needs and strategic priorities to build the HR strategic plan for Canada organization. This position is accountable for performing as a trusted strategic partner and advisor to senior level leadership and management in areas of change management, organization effectiveness, work environment, culture, leadership, and our talent offense. This position drives change strategies that align with a performance culture; uses strong diagnostic and influencing skills to partner with leaders to significantly improve performance, business outcomes and employee engagement; proactively identifies strategic gaps or opportunities and proposes a comprehensive strategic human resource plan to identify and address root causes. Provides leadership and direction for team of HR Business Partners and HR Specialists supporting Canada.

Essential duties & responsibilities: (detailed description)

Business Acumen

• Aligns HR strategy, goals, and objectives to overall business strategy and objectives; develops HR business strategies to drive key business results; provides guidance on talent management, workforce relations, organization design and compensation, partnering with subject-matter experts to develop needed solutions.

• Maintains broad-based knowledge of the organization and its operations; uses knowledge of business and HR metrics to make business decisions; evaluates critical activities in terms of value-added impact and utility derived from cost-benefit analysis.

• Recommends business practice/work process improvements to identify opportunities for leveraging human capital; ensures all HR initiatives have ROI that adds to organizational value.

• Maintains knowledge of economic factors, labor market and economic environment impact on industry and organization operations; leverage benchmark information on the competition and other relevant comparison groups to help drive business decisions.

Human Resources Expertise

• Integrates HR services with organizational initiatives; develops and implements HR operational strategy for assigned business unit, networks with other HR professionals to determine best practices in support of organizational direction; ensures the delivery and development of high-quality HR processes and policies.

• Collaborates and influences across HR and engages appropriate subject matter experts to execute on strategic human capital plan for assigned business unit

• Establishes consistent HR services for the operating entity; leads and/or mentors HR professionals and others within the organization.

Relationship Management

• Develops strategic partnerships with the senior business leaders, HR Operations and HR Centers of Expertise throughout the organization to identify and contribute toward initiatives that address organizational strategic goals and needs.

• Facilitates interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders.

• Builds consensus and settles disputes on HR policy and practice decisions.

Leadership

• Assesses needs and identifies interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate; uses appropriate tools for leadership competency and skills assessment.

• Translates the vision, mission, and strategy into projects and initiatives with milestones and delivery schedules; manages and influences the resources available effectively to meet planned objectives; develops clear action plans with results-oriented goals for measuring success; drives alignment and buy-in at all levels in the business units across the organization.

• Provides guidance and coaching to business unit leaders on HR and business-related issues.

• Serves as a seasoned change agent with proven ability to drive, influence strong and seasoned business leaders and HR professionals and implement improvements.

• Develop, mentor, and lead a human resources team consisting of HR Business Partners for assigned business unit.

• Models behaviors consistent with our leadership expectations of delivering results, inspiring others, developing talent, setting direction, and building organization capability

Strategic HR Insights

• Maintains advanced knowledge in the use of data, evidence-based research, benchmarks, HR, and business metrics to make critical decisions; asks critical questions needed to evaluate data; gathers and analyzes data, shares insights with leaders and recommends solutions that support the culture, strategic direction and resources.

• Analyzes root causes of work environment issues; builds and manages interventions and solutions in collaboration and cooperation with key stakeholders.

Education & special trainings:

• Bachelor’s degree or equivalent required

• Certifications such as PHR, SPHR, or SHRM-SCP are a plus

Qualifications & experience:

Minimum requirements

• 10+ years of work experience required​

• Previous HR or role-related experience required​

Preferred qualifications

• 7+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred​

• 4+ years of people leadership experience preferred​

• Experience in multiple HR disciplines or client groups preferred

• Collaborate effectively, build strong relationships and drive initiatives with cross functional partners.

• Excellent leadership, influence, and negotiation skills, passionate about growing talent

• Skilled with change processes in complex systems, conflict resolution and group dynamics.

Physical & mental requirements:

Must be able to:

• Exercise independent judgment with strong attention to detail.

• Analyze, understand, and communicate complicated issues to Leaders to ensure understanding.

• Develop solutions based on best practices and customer feedback.

• Solicit input from leaders and exercise independent judgment in providing recommendations to the  business.

• Effectively facilitate discussions with and deliver communications to large groups of people.

• Communicate telephonically and via email and other electronic means.

• Ability to effectively navigate Workday and Microsoft Office Suite.