Human Resources Director
Reporting to, and partnering with, the Vice President of Human Resources, the Director of Human Resources (DHR) will be responsible for improving the global employee experience by managing the deployment of HR initiatives across a variety of functional areas. In this newly created role, the DHR will provide guidance and drive efficiency and effectiveness in all areas of human resources, including employee relations and engagement, recruitment, compensation, performance management, and benefits administration. The DHR must thrive in pivoting between working at a tactical level and initiating and supporting strategic HR initiatives.
- Work closely with the VP of HR and with other key influencers in the design and the successful deployment of value-adding HR projects and programs.
- Craft and deliver compelling communications pertaining to HR initiatives that are persuasive in engaging with employees.
- Lead the company’s performance planning and review process, including employee goal setting, performance tracking, and formal review administration.
- Work with managers to drive employee engagement initiatives that foster a positive work environment and healthy morale.
- Serve as the HR go-to resource for all US employee questions, such as company policies, pay practices, holidays, regulations etc.
- Provide coaching to managers with respect to employee relations, staffing initiatives, performance management, compensation, and career development.
- Manage and monitor performance-related issues and facilitate disciplinary discussions between managers and employees. Evaluate and assist with implementing appropriate disciplinary action and corrective action as necessary or determine the best course of action for an effective resolution.
- Partner with management to identify existing and upcoming staffing needs and collaborate with the Talent Acquisition team to strategize and stay on top of recruitment initiatives.
- Support the Talent Acquisition Team with recruitment activities including, job description development, sourcing and screening candidate, salary negotiations, and offer presentation during peak periods or as needed.
- Participate in onboarding new hires, ensuring they are set up for success with the right resources, training, and support.
Benefits (US operations only)
- Maintain employee benefits programs, assess benefit needs and trends, and recommend benefit enhancements and/or new programs.
- Lead the annual benefits renewal process and provide recommendations for change as per employee feedback and/or market conditions.
- In collaboration with the company’s benefits brokers, launch the annual open enrolment process, respond to employee questions, and ensure enrolment is completed within the prescribed window. Work with payroll to ensure all changes are captured in ADP.
- Be the main point of contact for all employee benefits questions and coordinate with brokers and/or providers as required to respond to questions.
- Provide a detailed benefits overview to new employees as part of the onboarding process (or to prospective hires, as required) and/or coordinate onboarding benefits presentations with the broker(s).
- Stay on top of the latest strategies and tools used in HR to improve efficiency and effectiveness and remain current and competitive.
- Research, review, and analyze HR data, policies, and practices in order to make recommendations for improved HR and management practices.
- Maintain up-to-date knowledge of, and ensure compliance with, (US) legal and regulatory requirements in accordance with state and federal laws such as labor standards, OSHA, EEO, workers compensation, pay equity, etc. to minimize HR-related risks for the organization.
- Maintain employee records in compliance with state and federal requirements and in accordance with company processes.
- Help review and update HR policies and procedures.
- Ensure timely and accurate entries into the HRIS (and/or other) database.
Qualifications & Skills
- Bachelor’s degree in HR Management or related discipline. SPHR certification considered an asset.
- Minimum of ten years of progressive experience in HR, at least five of which with Manager and/or Director-level responsibilities, ideally in a high-tech environment. Experience working for companies with 500+ employees.
- Experience with all stages of the employment life cycle: attraction, recruitment, onboarding, development, retention, and offboarding.
- Strategic thinker who can challenge the status quo and align HR practices with the needs of the business. Cookie-cutter thinking is NOT an asset.
- Ability to influence across job functions and company levels.
- Driven to achieve both project-based and strategic results.
- Experience with researching, reviewing, implementing, and maintaining US group benefit and retirement plans. Knowledge of safe harbor 401K plans a definite asset.
- Solid HR and employment law knowledge (multi-state knowledge).
- A strong understanding of HR best practices and regulations.
- Strong employee relations orientation with exceptional interpersonal and communication skills. Ability to demonstrate compassion while addressing challenging situations.
- High emotional intelligence with proven problem, conflict resolution and negotiation skills
- Ability to work on multiple projects at a time. Adaptability is a must. This is an extremely fast-paced environment with frequent changes.
- Discretion, professionalism, and the ability to maintain confidentiality are imperative.
- Experience with ADP Workforce Now considered a definite asset.
- Advanced MS Word and Excel skills.