The Director, Human Resources, as head of human resources (HR), manages the HR team and is the lead advisor to senior staff of the Law Society on HR issues and best practices. The Director, Human Resources, is responsible for developing and executing a multi-year Human Resources Plan in support of operational objectives and the strategic plan of the organization. The role provides strategic advice to the Senior Management Team (SMT) and drives the importance and role of people in long term planning. The role is responsible for leading the Human Resources team and driving efficient and effective delivery of all employee related functions including talent acquisition, performance management, total rewards, health and safety, pension and benefit management, with a strong focus on excellence in client service within the organization and mitigation of human resources risk.
- A university degree in business, human resources management or related field. Other post graduate training and specialized designations are considered an asset.
- As the incumbent is required to build strong alliances with client management and staff, and act as a role model for client managers in their dealings with their employees, a minimum of 10 years’ related management experience working in a dynamic, change oriented, consultative human resources environment is required.
- Solid understanding of employment related legislation
- Excellent knowledge of effective human resources services delivery
- Solid understanding of the Law Society, in particular human resources policies and procedures
- Knowledge of current trends and developments in the human resources fields and their practical applications at the Law Society
- Excellent grasp of delivering relevant and strategic human resources services
- Knowledge of best practices with respect to:
- Effective business practices
- Compensation and benefits practices
- Employee relations and retention strategies
- Recruitment and selection techniques
- Performance management systems
- Training and Development strategies
- Change Management and Organizational Design initiatives
- Excellent understanding of HR analytics and performance metrics to support evidence based decision-making
- Expressive and persuasive in both spoken and written language for individual and/or group situations
- Demonstrated ability to reason through complex spoken and written information.
- Excellent knowledge of Human Capital Management systems, time and attendance systems, applicant tracking systems and vendor interface systems.
Client/Customer Service Planning
- Takes an active leadership role in the development and implementation of the Law Society’s strategic plan and related business planning processes, providing advice on the importance of people in the planning process.
- Leads the development and execution of the multi-year Human Resources Plan in collaboration with senior leaders.
- Provides the SMT with appropriate analysis with respect to the organization’s readiness for, and advisability of, embarking upon a variety of strategic initiatives taking human capital needs into consideration.
- Advises organization clients (senior management, managers), regarding strategic approaches for organizational structures, management methods and styles, and Law Society policies, practices and ‘culture’ to achieve strong and effective employee performance.
Client/Customer Service Delivery
- Drives a range of performance and operational improvement activities, targets and metrics to optimize the performance of the Human Resources function.
- Provides vision and technical expertise to ensure high quality of services and that quality levels are maintained, and deliverables are achieved.
- Establishes and maintains total rewards management, ensuring effective compensation, benefit and pension management infrastructures are developed, managed and implemented.
- Fosters a healthy workplace, leading programs and initiatives geared towards wellness and a healthy work environment.
- Fulfils fiduciary requirements with respect to the governance, management and operations of the employee pensions plan.
- Ensures the organization’s human resources practices, programs, and policies are in compliance with relevant legislation.
- Supports the Executive Director, Client & People Services in preparing reports, etc. for the relevant committees of the Board.
Performance Goals, Targets and Standards
- Analyzes and incorporates performance metrics and risk indicators in formulating and executing a Human Resources operational plan with specific targets and measures that aligns with the organization’s strategic plan.
- Contributes to the success of the organization’s strategic plan and operational plans by providing leadership related to people, including resourcing needs, engagement, talent management and change management.
- Ensures the organization’s human resources practices, programs and policies are in compliance with relevant federal and provincial legislation, such as ESA, OHSA, PBA, AODA, CRA, and HRC.
- Demonstrates personal excellence, bringing knowledge and functional expertise to the team.
- Contributes to decision-making and processes, generating ideas, which are strategically sound, integrated with the Law Society’s broader mandate, and achievable in a timely, balanced and fiscally sound manner.
- Oversees the development and implementation of policies and procedures related to effective human resources practices linked with the Law Society’s goals, and ensures that policies and processes are consistently applied to ensure the fairness of the application of processes.
- Anticipates and monitors legislative changes, which may impact upon organizational HR policy and practice(s).
- Implements changes to ensure the effective implementation of changes to policy and/or practice, communicating changes to managers and employees.
- Develops and monitors the HR budget, adjusting plans as required. Identifies operational and staff budget requirements, preparing forecasts and projections, monitoring budget adherence, identifying/explaining variances and discrepancies and authorizing expenditures within budget and approved limits.
- Negotiates contracts for services with vendors and outsource service providers.
- Develops and monitors corporate training budget, assessing organization-wide training requirements and implementing the corporate training agenda in support of organization-wide culture change initiatives and requirements.
Relationship and Alliance Building
- Acts as a trusted advisor with a focus on client service; builds and maintains relationships with senior leaders to develop a clear understanding of business needs; ensures cost effective delivery of human resources services to meet those needs and is able to respond with agility to changing demands.
- Develops and maintains working relationships with third party vendors, leveraging where appropriate and maintains strong contract management.
- Develops mutually beneficial relationships with key external stakeholders, professional associations, partners and industry colleagues to share information, maintain currency on emerging best practices, trends etc. identify emerging risks and opportunities.
- Hires, trains, develops and evaluates employees accountable to the Director, in accordance with the policies of the organization and best human resources practices.
- Fosters a team environment by role modeling leadership behaviour, empowering employees accountable to the Director, and building team capability.
- Ensures that the HR team adds value to organizational culture change and performance improvement initiatives through ongoing communication, coaching, consultation and problem solving around the effectiveness of the client centered model of human resources service delivery.
The requirement to maintain a high standard of commitment, ethics, respect, care in service delivery to clients (internal and/or external).
Communication and Interpersonal Skills
The requirement to structure and deliver effective verbal and written communication with clients, staff, licensees, the public, and others in a non-threatening and constructive way.
The requirement to share responsibility for the achievement of team goals and the associated behaviours required for individuals to contribute effectively in a team environment.
The requirement to demonstrate an attitude that consistently strives to improve a standard of excellence for one’s self and for the benefit of the organization, its licensees and stakeholders.
Problem Solving and Judgement
The requirement to identify and analyze problems, determine root causes, evaluate alternative solutions and take and/or recommend appropriate solutions.
Technical Competence / Professional Knowledge
The requirement to apply knowledge and skills to carry out the work and/or provide advice. This also includes the quality of advice given, as well as the requirement to make decisions in the best interests of the organization as a whole.
The requirement to work towards and embrace change in the workplace.
The requirement to behave with integrity, credibility and honesty when dealing with others, as well as the requirement to grow and develop employee capabilities.