Director, Human Resources Position SummaryReporting to the Chief Executive Officer (CEO), the Director, Human Resources is accountable for all aspects of human resources activities at the CBA. The Director is a hands-on leader and a strategic business partner to senior leadership. The Director is responsible for retention, organizational development, compensation, and labour relations in a unionized environment. Current priorities are designing and implementing the CBA's performance management process and driving its consistent use by managers, then streamlining and simplifying HR's own processes maximizing use of the technology already in place. This is a leadership position requiring a high level of discretion and confidentiality.
Location66 Slater Street, Suite 1200, Ottawa, ON
ScopeThe Director, Human Resources leads a team of three (approximately 2.5 FTE - an HR business partner, payroll at 0.5 FTE, and reception) and is accountable for HR service delivery to approximately 70 employees at the CBA's national office, including approximately 55 employees in one bargaining unit under a single collective agreement. This is a hands-on leadership role in which the Director, Human Resources personally delivers as well as directs.
Work ModelHybrid. This position requires a minimum of four days per week on-site at the CBA's Ottawa office.
LanguagesThe CBA delivers services in both of Canada's official languages. Bilingual skills, both written and oral, are required.
Annual Salary$120,000-$145,000 per year
Benefits- Health & Dental
- Short term and Long term disability
- EAP
- Professional Development Funding
- Yearly Wellness Credit
- Pension
Responsibilities- Oversee HR activities across the organization as a strategic business partner to senior leadership, designing and implementing HR strategies aligned with organizational objectives
- Assess the capability and structure of the HR function against organizational needs and, with CEO support, develop the team's capacity accordingly
- Lead, coach and manage a small team of three (approximately 2.5 FTE): an HR business partner, payroll (0.5 FTE), and reception
- Lead research and analysis of organizational and employee trends to improve data-driven employee lifecycle management
- Lead succession management and professional development for leaders and managers
- Design, implement, and administer the CBA's performance management process, including basic accountability and feedback mechanisms, and drive its consistent use by managers
- Streamline and simplify HR and payroll processes, including full adoption of existing HR system functionality, with the Director, Information Technology
- Scope, procure, and manage external HR consultants against defined deliverables, timelines, and budgets
- Ensure compliance with employment legislation, including the Occupational Health and Safety Act, Accessibility for Ontarians with Disabilities Act, Pay Equity Act, and Employment Standards Act
- Lead collective bargaining and oversee Labour and Employee Relations, including grievance management, accommodation and return-to-work, internal investigations, and union-management and Joint Health and Safety Committee meetings
- Advise the Board of Directors on HR issues across the organization
- Manage the departmental budget and vendor relationships to secure financial efficiencies and best value, including front-office administration
- Other duties and projects as assigned
Key RelationshipsCEO (direct report), Department heads, bargaining agent representatives, the Joint Health and Safety Committee, external counsel, benefits carriers, HR service providers, Board of Directors and its committees, the Director, Information Technology, and Branch Executive Directors.
QualificationsEducation- Bachelor's degree with specialization in Human Resources, Labour Relations, or a related field, or an equivalent combination of education and experience
- Certified Human Resources Leader (CHRL), Chartered Professional in Human Resources (CPHR), or an equivalent professional HR designation is preferred, or a willingness to obtain within an agreed timeframe
- Master's degree in Human Resources, Business Administration, Industrial/Labour Relations, Organizational Development, Public Administration, or a related field is an asset
- Certified Human Resources Executive (CHRE), Fellow Chartered Professional in Human Resources (FCPHR), or an equivalent senior-level HR designation is considered an asset
ExperienceThe experience below reflects a progressive HR career and may be gained concurrently - for example, HR Manager and unionized-environment experience earned in the same role would both count.
- Minimum 10 years' experience in HR roles of progressively increasing responsibilities
- Minimum 3-4 years' experience managing direct and indirect reports
- Minimum 3 years' experience as an HR Manager overseeing full-cycle HR functions and/or HR processes across the organization
- Minimum 3 years' experience working in a unionized environment
- Demonstrated experience designing, implementing, and securing manager adoption of a performance management process
- Expert and in-depth knowledge of regulatory and compliance requirements for HR functioning of a non-profit organization
Skills and Abilities- Strong leadership skills, with the ability to mentor, coach, and build consensus among colleagues, management, and unionized membership on matters of strategic impact across the organization
- Strong verbal and written communication skills, with the ability to provide HR advice and resolve complex policy and collective agreement disputes with internal and external stakeholders
- Strong data-driven research and analysis skills to support development of new HR processes with impact across the organization
- Ability to manage multiple competing demands in a fast-paced environment, balancing organization-wide HR functions with duties outside traditional HR scope
- Proficient in Office suite, with the ability to work independently without administrative support
- Expert knowledge of regulatory and compliance requirements governing HR functions in a non-profit organization
- Demonstrated ability to secure adoption of new processes and of existing technology among managers and staff, including where established practice has been to work around available tools
- Ability to work in both official languages is required
- High level of confidentiality and discretion is required
Interested applicants must submit a cover letter and resume. This posting is for an existing vacancy.The CBA does not use artificial intelligence to screen, assess, or select applicants for this position. No Agency, please.
