Vice President of Human Resources

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About Our Client: Our client is a highly reputable regulatory organization.

Position Scope:

Reporting to the Chief People Officer, the Vice President of Human Resources will play a key role in in shaping the culture of the organization and preparing for the future. This will be accomplished by driving the strategic development and implementation of HR programs and solutions and championing the employee experience. The successful candidate will provide leadership and oversight for the business partnership team. They will have a strong background in Organizational Development, Employee Relations, and Generalist functions.

This role is responsible for influencing management and organizational stakeholders to ensure that HR strategies and programs are aligned with the strategic goals of the organization and the individual business groups.

Responsibilities:

Strategy and Planning

Contribute to the development of the HR Strategic Plan and Annual plans, supporting the development of HR strategies and solutions including OD, Resourcing and workforce planning, Employee Relations, and Engagement.

Work with the Chief People Officer, and other HR team members to develop HR annual plans and goals
Understand the business strategies, identifying value added people strategies and solutions (e.g. leadership development, resourcing, engagement) that support business goals
Maintain awareness of emerging trends and best practices in the external environment in the development of people strategies

HR Business Partnering and Leadership

Build trust and partnerships with Senior Leaders and be recognized as a respected counsel for HR matters.

Lead the HR team in providing counsel, expertise, and solutions that support business partners in achieving their goals
Act as a coach and trusted advisor to VP’s and Directors on a range of issues including people strategies, resourcing and structural/organizational changes
Lead development and oversee implementation of a variety of strategic HR projects which may include workforce planning, development of critical capabilities, organization design and structure changes
Manage sensitive and complex matters both through individual coaching as well as through facilitating effective group discussions
Provide leadership, direction and coaching to HR team to deliver quality strategic and operational advice and to support to leaders and employees
Proactively build partnership opportunities for effective relationships between business and broader HR community (e.g. monthly update meetings, project teams, etc.)

Organizational Development

Lead the development and implementation of various Organization Development Programs and Initiatives, ensuring they are designed to address and support the successful execution of the organization’s Business Strategies. These could include:

Leading Culture initiatives that foster the values, ways of working and understanding of the Vision and Mission
Supporting the Talent Management and Succession process, and the implementation in the business units
Performance Management: be a trusted advisor, coach, and facilitator of programs to support talent development across all employee levels. Foster a culture of ongoing feedback.
Working closely with the HR team leaders for the delivery of Leadership Development programs including Leadership Capability Models, Leadership Forums, and targeted Leadership Development initiatives
Leading Employee Engagement including oversight of survey participation, and employee engagement action planning process
Leading or supporting changes in organization design and structure
Consistently providing thought leadership on Talent strategies, Organization Development, Employee Wellness, and Culture

Employee Relations

Lead the management of Employee Relations and Strategies for the organization

Provide Employee Relations consultation to business partners in matters related to performance management and employee relations
Solid and tested knowledge of employment law

People Management

Lead and coach an HR team to successfully support current and future business strategies while being credible, proactive and trusted advisors to their client groups

Set context and direction, define accountabilities, tasks and assignments; establish boundaries for decision making and approvals
Provide development opportunities to direct reports, including the identification of learning and development needs, creation and implementation of appropriate development plans, monitoring, documenting and providing regular feedback on performance

Required Skills and Knowledge:

Authentic and curious learner who continuously assesses, anticipates, and provides informed current HR solutions to support business needs.
Strong experience in planning, creating, and implementing HR strategies
Resourceful and resilient in ways of working in an evolving business; proven process improvement mindset
Experience in a leadership role responsible for achieving transformational organizational change
A values-driven, empathetic leader with a reputation for developing cohesive, high-performing teams who are committed to service excellence
Keeps abreast of new employment legislation or regulations that may impact the organization and implement required policies, procedures, and guidelines
Proven success partnering with senior leadership and effectively influencing decision making
Collaborative in approach to working with HR partners and business partners in developing and executing solutions
Ability to establish and maintain co-operative and constructive working relationships with individuals at all levels of the organization
Strategic thinker with the ability to anticipate longer term human capital needs and impacts
Well-versed in how a business operates, with financial acumen.
Effective at delegating to their team and experience with implementing management routines to facilitate high performance & engagement
Highly organized; can manage a variety of work priorities with ease
Ability to investigate facts, analyze and synthesize information
Project Management expertise

Education & Experience:

Bachelor’s degree required, preferably in Human Resources or Business
CHRP/CHRL designation
10 – 15 years’ progressive Human Resources experience with at least five years in a senior HR role fostering a strong employer brand and supporting change management in a multi-stakeholder environment.
Team management experience

To apply, please send a resume to Amanda Graham at Amanda.Graham@summitsearchgroup.com

Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.