Senior Director, People Strategy & Business Initiatives

Overview of the role:

The Senior Director People Strategy & Business Initiatives is a strategic leadership role reporting directly to the Chief Human Resources Officer. This role is designed to increase the strategic capacity of the CHRO and HR Leadership Team by connecting people strategy organization design talent strategy people insights HR modernization and future-of-work capabilities into one integrated enterprise agenda.

The Senior Director will serve as a trusted advisor to the CHRO HR Leadership Team and other key stakeholders to advance priority business and people initiatives. The role leads a direct report and may provide indirect leadership to cross-functional project teams and external partners.

The role focuses on shaping fit-for-purpose operating models strengthening organization design simplifying how work gets done enabling AI and technology-driven solutions and translating people insights into clear recommendations for senior leaders.

How you will make contributions that matter:

Organization Design and Operating Model Strategy

• Lead organization design and operating model work including spans and layers analysis role clarity decision rights governance and ways of working.

• Partner with the CHRO HR Leadership Team HRBPs and business leaders to determine structures capabilities and accountabilities required to support business objectives.

• Develop practical organization design principles tools and standards to support consistent fact-based decisions across functions geographies and divisions.

• Use internal insights external benchmarks and business context to challenge current models and recommend simpler more agile and more effective ways of operating.

HR Modernization Future of Work and AI Enablement

• Identify where process simplification technology automation AI-enabled solutions and stronger data can improve HR quality speed consistency and employee experience.

• Lead or support key HR and business initiatives that simplify governance service delivery decision-making forums and ways of working.

• Assess emerging trends in AI skills workforce planning employee experience analytics and HR service delivery and translate them into practical opportunities for Saputo.

• Promote continuous improvement across HR by reducing complexity eliminating duplication clarifying accountabilities and increasing work effectiveness.

Talent Strategy and Succession Management

• Support the enterprise talent agenda by connecting talent insights succession risks workforce planning internal mobility and organization design implications to Saputos business strategy.

• Partner with the HRBPs division talent leaders Talent Acquisition Learning & Development and Total Rewards to ensure talent discussions are informed by business priorities workforce needs and clear data.

• Support preparation of CHRO Executive Leadership Team and Board-level materials related to talent pipeline succession risks critical roles workforce capability and organizational health.

People Insights HR KPIs and Decision Support

• Define and monitor the HR KPIs and people metrics that matter most to business performance including organization health workforce productivity talent pipeline internal mobility retention engagement and HR process performance.

• Connect data from talent workforce planning organization design employee listening HR systems and business indicators to build stronger people insights.

• Translate data benchmarks and trends into clear implications options and recommendations for senior stakeholders.

• Partner with HR Systems to improve data quality reporting discipline dashboard usefulness and analytics maturity.

Executive Advisory and Decision Support

• Act as a thought partner to the CHRO on key people priorities business initiatives organization risks and decision points.

• Prepare executive-ready insights options recommendations and discussion materials for CHRO HR Leadership Team Executive Leadership Team and Board-related discussions.

• Facilitate senior-level discussions on operating model choices talent risks workforce scenarios organization design and HR modernization priorities.

• Build alignment across stakeholders and maintain momentum on priority initiatives that support the people agenda and business strategy.

You are best suited for the role if you have the following qualifications:

• Bachelors degree in Human Resources Business Administration Industrial Relations Organizational Psychology Organizational Development Data Analytics or a related field; Masters degree considered an asset.

• 12 years of progressive experience in HR strategy organization design talent management strategic workforce planning people analytics HR modernization management consulting or a related field.

• Demonstrated experience leading operating model reviews organization design spans and layers analysis business initiatives or enterprise change work in a complex organization.

• Strong business acumen and ability to connect business strategy organization design talent implications HR processes technology and people data into practical recommendations.

• Data fluent with the ability to interpret people metrics identify trends challenge assumptions and translate insights into executive-level advice and action.

• Experience identifying implementing or enabling technology automation digital or AI-enabled HR solutions considered a strong asset.

• Executive presence consulting skills sound judgment discretion and ability to influence senior stakeholders in a matrixed multinational environment.

• Excellent communication facilitation storytelling and presentation skills with the ability to make complex topics clear concise and actionable.

• Experience in a multinational manufacturing CPG food or other operationally complex environment considered an asset.

• Professional HR designation considered an asset.

• Candidates must possess strong proficiency in spoken and written English

Salary: $173685 - $227960

*Salary offers will vary commensurate with experience education skills and training.