Human Resources Director

Banyan Capital Partners part of Connor Clark & Lunn Financial Group is seeking to hire a Director Human Resources into one of its portfolio businesses. The Director Human Resources is the companys senior-most human resources leader and a member of the senior leadership team. Reporting to the Chief Financial Officer the Director owns the design build and execution of the full HR function and serves as the primary HR advisor to the CEO CFO and functional leaders. This is a broad mandate. The successful candidate will set HR strategy and priorities then personally execute much of the work as there is no existing HR team. The role begins as a standalone position; the Director is expected to assess where dedicated HR capacity is required as the business scales and to build and lead that team over Company is private-equity backed. The Director will contribute to board and sponsor reporting on people matters support the value creation plan and play a central role in the HR workstream of acquisitions and integrations. The role suits a candidate who is comfortable operating with pace limited infrastructure and direct accountability for offices currently operate on an in-office set up working full time from our Mississauga office.

Key Responsibilities

• Strategic HR Leadership & Business Partnership
  • Own the HR strategy and multi-year people roadmap and align it to the Companys business plan and value creation objectives.
  • Act as a trusted advisor and coach to the CEO CFO and functional leaders on organizational leadership and employee matters.
  • Contribute the people section of board and sponsor reporting including headcount key hires retention organizational risks and mitigation plans.
  • Translate managements priorities into an annual HR plan with quarterly objectives agreed in writing with the CFO and deliver against it.
  • Report progress risks and misses transparently and on a regular cadence; escalate early rather than late.
  • Set track and manage the HR functions objectives and budget.
• Organizational Design & Workforce Planning
  • Lead workforce planning in partnership with Finance including headcount modelling span of control and labour mix.
  • Assess current organizational structure and recommend changes to roles reporting lines and accountabilities that support growth and margin objectives.
  • Lead change management for restructures leadership transitions and process changes including communication planning.
  • Build succession plans and identify critical-role risk for leadership and key technical positions.
• Talent Acquisition Development & Performance
  • Own the talent acquisition strategy and lead recruitment managing external search partners where appropriate.
  • Build a scalable hiring process including role scorecards structured interviewing assessment and hiring manager training.
  • Design and run the performance management cycle including goal setting review process calibration and performance improvement plans.
  • Develop career paths competency frameworks and job architecture across operations sales and corporate functions.
  • Build leadership and management development programming including onboarding coaching and targeted training investments.
• Total Rewards
  • Own compensation strategy and philosophy including pay bands salary benchmarking and the annual review and merit process.
  • Oversee benefits and group retirement programs vendor selection renewal negotiations and cost management.
  • Ensure pay equity and pay transparency obligations are met across all operating jurisdictions.
• Employee Relations Compliance & Risk
  • Serve as the Companys subject matter authority on federal and provincial employment legislation across all provinces in which the Company operates.
  • Own HR policy the employee handbook employment agreements and contractor arrangements; manage outside employment counsel.
  • Lead workplace investigations progressive discipline terminations and severance negotiations and manage associated legal and reputational risk.
  • Oversee health and safety program governance WSIB / workers compensation disability and accommodation management and return-to-work processes.
• Culture Engagement & Communication
  • Define and steward the Companys culture and values and translate them into observable leadership behaviours and expectations.
  • Run engagement measurement and act on the results with leadership; own the retention agenda for critical talent.
  • Lead internal communications practices that keep a distributed field-based workforce informed and aligned.
• HR Operations Systems & Analytics
  • Own the HR technology roadmap. Develop deep expertise in the HRIS platform and drive utilization of the capabilities.
  • Assess which modules are licensed live underused or unconfigured and build a prioritized plan to close the gap including recruitment and onboarding performance management compensation management benefits administration document management learning position management and analytics and reporting.
  • Drive manager and employee self-service adoption retire manual and off-system workarounds and establish data governance and system-of-record discipline.
  • Manage the HRIS relationship including service and support escalation module roadmap and value received against spend at renewal.
  • Partner with Finance and Payroll to ensure accurate compliant and efficient payroll and employee data processes.
  • Establish HR reporting and analytics headcount turnover time-to-fill absenteeism labour cost and engagement and use the data to drive decisions.
  • Continuously improve and document HR processes moving the function from manual and ad hoc to standardized and scalable.
• Acquisitions & Integration
  • Support HR due diligence on acquisition targets including compensation benefits employment liabilities and cultural fit.
  • Lead the people workstream of integrations including organizational design employment transitions harmonization of terms and retention of key staff.
  • Bring acquired businesses onto the Companys HR policies systems and total rewards programs.

Qualifications & Experience

• 12 years of progressive human resources experience including 5 years as the senior-most HR leader or a senior HR business partner to executive leadership.
• Bachelors degree in Human Resources Business or a related field. CHRL designation preferred; CHRE or a relevant masters degree an asset.
• Deep current knowledge of Ontario and federal employment legislation with working knowledge of other Canadian provinces. Cross-border experience is an asset.
• Demonstrated experience building an HR function from a limited base policies systems and processes rather than inheriting a mature one.
• Experience in a private equity-backed founder-led or otherwise closely held company; comfort with board and sponsor reporting and with a value creation agenda.
• Experience in a distributed multi-site or field-services business with a mix of salaried hourly seasonal and contract labour.
• Track record leading full-cycle compensation design including pay bands benchmarking and incentive plan structure.
• Hands-on HRIS ownership configuring administering and driving adoption of a platform not simply using one. Experience taking an underutilized system to full deployment is highly valued.
• Understanding of HR and payroll system integrations and the ability to specify HR data requirements to Finance and IT counterparts.
• Comfort with HR data and reporting; able to build and interpret reports and dashboards without relying on others.
• M&A experience across due diligence and integration is an asset.
• Verifiable record of delivering against defined objectives in prior roles. References will be checked including direct supervisors.

The salary range for this position is $130000 - $140000. The salary range provided reflects the base salary range for this position as required by addition there is an annual performance bonus which contributes to the total compensation for this position. Further questions may be directed to the HR team during the interview process.

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CC&L Financial Group is committed to creating a diverse and inclusive environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to gender ethnicity religion sexual orientation or expression disability or age.

Your application will be reviewed by a member of the hiring team - AI is not used in the screening assessment or selection of applications at this time.