Director of Human Resources

Core Purpose of Position

The Human Resources Director provides strategic leadership direction and accountability for the Citys Human Resources Labour Relations and Occupational Health and Safety functions. The position is responsible for labour relations strategy collective bargaining organizational development workforce planning policy development occupational health and safety leadership and senior employee and labour relations matters.

The role establishes the strategic direction and priorities of the Human Resources function and ensures that Human Resources and Occupational Health and Safety programs practices and initiatives are aligned with the Citys strategic objectives legislative requirements and operational priorities. The position also provides leadership to the Human Resources team and serves as the senior organizational authority for human resources matters providing advice and recommendations to the Executive Leadership Team. The position plays a key role in building constructive labour-management relationships and supporting organizational effectiveness across the City.

Key Outcomes of the Position

The Human Resources Director is accountable for the following outcomes:

• Sustained labour relations stability across the organization demonstrated through effective oversight of collective bargaining processes grievance resolution mediation arbitration and labour board matters with a focus on timely resolution risk mitigation and maintaining constructive labour-management relationships.
• Clear and consistent interpretation of collective agreements HR policies and employment legislation ensuring organizational decisions are defensible consistently applied and aligned with legal and policy frameworks.
• A defined and operational HR strategy aligned with the Citys strategic direction and organizational objectives including workforce planning direction organizational development priorities and HR policy modernization that supports both operational and long-term organizational needs.
• Strengthened organizational capacity in workforce planning and leadership development including talent management planning frameworks leadership capability development employee development and identification of workforce risks and gaps.
• Effective leadership and coordination of the HR function including clear allocation of responsibilities across HR roles oversight of service delivery expectations and maintenance of internal accountability structures.
• Reduced organizational exposure to labour employment and occupational health and safety risk achieved through proactive issue identification escalation management and consistent governance practices.
• High-quality executive-level advice and recommendations to the Executive Leadership Team including analysis of workforce trends labour relations activity organizational risks HR system performance and advice regarding the people-related implications of organizational decisions and initiatives.
• Improved integration of HR practices across departments supporting consistency in recruitment performance management employee relations and workforce decision-making.
• Responsible stewardship of Human Resources and Occupational Health and Safety budgets staffing resources external legal and consulting services and related contracts ensuring resources are aligned with organizational priorities and risks.
• Effective leadership and oversight of the Citys Occupational Health and Safety program ensuring legislative compliance continuous improvement of safety practices and integration of health and safety considerations into organizational planning and workforce management.
• Effective HR leadership in organizational change and transformation initiatives ensuring workforce organizational employee/labour relations and change management considerations are appropriately identified and addressed.
• Effective oversight of the Citys compensation benefits and total rewards programs supporting internal equity market competitiveness fiscal responsibility employee attraction and retention and alignment with the Citys workforce priorities.
• Development of a functioning balance between operational HR demands and strategic HR priorities ensuring that immediate labour relations requirements do not fully displace longer-term organizational development work.
• Enterprise-wide leadership and influence that strengthens management accountability for people practices and supports consistent coordinated workforce decisions across departments.

Qualifications

• Degree in Industrial Relations Human Resources or a related field.
• A Chartered Professional in Human Resources (CPHR) designation.
• 10 years of progressively responsible Human Resources experience including senior-level HR leadership experience and at least 5 years of Labour Relations experience in a multi-union environment.
• Demonstrated knowledge/experience leading collective bargaining grievance management mediation arbitration and collective agreement interpretation.
• Strong knowledge of Human Resources principles and best practices within a unionized environment including employment legislation labour relations human rights occupational health and safety and emerging Human Resources trends.
• Demonstrated experience providing strategic Human Resources advice to senior leadership and supporting organizational change and workforce planning initiatives.
• Demonstrated experience leading a broad Human Resources function including responsibility for people budgets organizational risk policy development and executive-level decision support.
• Ability to acquire and apply knowledge of the Citys bylaws policies procedures and governance framework.
• Exceptional interpersonal relationship-building negotiation and conflict resolution skills complemented by excellent oral and written communication skills.
• Demonstrates the highest standards of integrity ethics professionalism and discretion with the ability to exercise sound judgment while managing highly confidential and sensitive organizational information.
• Proficiency in Human Resources Information System (HRIS) and standard business software including word processing spreadsheet database and presentation software.

Knowledge Skills and Technical Requirements

• Advanced labour relations expertise including the ability to develop strategy manage organizational risk and provide advice on complex labour relations matters.
• Knowledge of occupational health and safety governance legislative requirements and the integration of health and safety practices within broader Human Resources programs.
• Demonstrated ability to provide strategic Human Resources leadership and executive-level advice on complex organizational and workforce matters.
• Strong analytical critical thinking and organizational risk assessment skills with the ability to develop practical and defensible solutions.
• Knowledge of workforce planning organizational design succession planning and organizational development principles.
• Knowledge of compensation benefits total rewards talent management employee engagement and contemporary Human Resources service-delivery practices.
• Ability to use workforce information HR metrics and organizational data to identify trends assess risks and support executive decision-making.
• Proven ability to establish priorities and direction for the Human Resources function and to align HR strategies programs and practices with broader organizational objectives.
• Proven leadership ability to build develop and lead high-performing teams while fostering collaboration accountability and continuous improvement.
• Ability to develop interpret and implement Human Resources policies programs and practices that support organizational objectives and legislative compliance.
• Demonstrated ability to exercise organizational influence build executive and operational alignment and lead change across departmental and professional boundaries.
• Strong project management and organizational skills with the ability to manage multiple priorities and competing demands in a complex unionized environment.