Director, Human Resources

The Opportunity

Location Good Samaritan Society- Head Office

Edmonton, Alberta Employment Type Permanent Full-Time 1.0 FTE

End Date Until Successful candidate is found Hours of Work 0800-1600 Wages $134,686.00-$183,247.00/yr Employee Group Out-of-Scope

Reporting to the Vice President & Chief People Officer, the Director, Human Resources provides strategic and operational leadership for Good Samaritan's core Human Resources functions across Alberta and British Columbia. The Director is accountable for the effective delivery and continuous improvement of HR services, including HR business partnering, labour and employee relations, collective bargaining, recruitment and workforce planning, talent and succession management, performance management, leadership and organizational development, HR policy, workforce analytics and HR systems.

As a senior advisor to the Vice President & Chief People Officer and organizational leaders, the Director translates organizational priorities into people and workforce strategies, identifies emerging workforce risks and opportunities, and develops evidence-informed recommendations that support workforce sustainability, organizational effectiveness and Good Samaritan's strategic priorities.

The Director also provides functional leadership for the HR components of Good Samaritan's HRIS implementation and is responsible for ensuring HR technology, processes, data and reporting capabilities support effective workforce management and organizational decision-making.

Educational and other Qualifications

• Undergraduate degree in Human Resources, Business Administration, Industrial Relations or a related discipline. An equivalent combination of advanced education and significant senior Human Resources leadership experience may be considered.
• Master's degree in Human Resources, Business Administration, Industrial Relations, Leadership or a related discipline is preferred.
• Chartered Professional in Human Resources (CPHR) designation.
• Certified Health Executive designation is considered an asset.

Work Experience

• Minimum ten (10) years of progressive Human Resources experience, including significant senior leadership experience within a large, complex, multi-site organization.
• Significant experience working within a highly unionized environment, including collective bargaining and complex labour and employee relations.
• Demonstrated experience developing and implementing strategic Human Resources and workforce initiatives.
• Demonstrated experience leading significant HR transformation, technology/HRIS implementation and organizational change initiatives.
• Experience within healthcare, continuing care, seniors care or another complex 24/7 service-delivery environment is strongly preferred.

Knowledge, Skills, and Abilities

• Broad knowledge and senior-level experience across core Human Resources functions, including strategic HR, employee and labour relations, collective bargaining, recruitment and workforce planning, talent and succession management, performance management, organizational development, change management, HR policy, HR systems and workforce analytics.
• Demonstrated knowledge of collective agreements and interpretation of, employment terms, best practices in labour and employee relations, and relevant legislation
• Solid knowledge of employment related legislation and regulation
• Strong strategic thinking and business acumen with the ability to translate organizational priorities into practical workforce and Human Resources strategies.
• Demonstrated ability to use workforce analytics, external benchmarks and organizational data to identify trends, assess risk and develop evidence-informed recommendations.
• Strong executive communication, influencing, negotiation and relationship-management capabilities.
• Demonstrated ability to lead complex projects and organizational change across multiple functions and stakeholder groups.

Key Accountabilities

HR Business Partner Solutions

• Leads annual and multi-year HR planning and establishes priorities, measures and accountabilities for the HR function.
• Provides strategic advice and recommendations to the Vice President & Chief People Officer and senior leadership regarding workforce trends, organizational risks, labour relations and emerging people issues.
• Ensures consistent and effective HR service delivery across Alberta and British Columbia and continuously assesses HR capacity, processes and service models against organizational requirements.
• Leads strategic workforce planning in partnership with organizational leaders to identify current and future workforce requirements, critical roles, workforce risks and strategies to address identified gaps.
• Provides strategic oversight of recruitment and retention strategies and ensures recruitment resources and initiatives are aligned with organizational workforce priorities.
• Monitors labour-market and workforce trends and develops strategies to address recruitment pressures, retention, turnover and emerging workforce needs.
• Provides strategic advice and counsel to various organizational leadership teams on HR issues, needs, opportunities, and challenges, specifically by providing expertise, education, and support.
• Leads, guides, coaches, and mentors HR professionals in delivering services which are reflective of the human resources service oriented culture in multiple service functions: HR policy/procedure administration, employee relations, labour relations performance, attendance management, conflict of interest/conflict management, recruitment and selection, learning and development, organizational planning, and change management.
• Provides guidance to management in the interpretation and application of collective agreements, HR policies and procedures.
• Provides leadership of Labour and Employee Relations through planning, directing, supervising, coaching and coordinating the work of a group of Labour and Employee Relations professionals in the areas of performance management, collective bargaining, labour relations, employee relations, management development (training), grievance handling, arbitration preparation, drafting of relevant language and documents, research, and all other matters related to the management of labour and employee relations.
• Leads the strategic and tactical planning for Labour and Employee Relations, and supports the strategic and tactical planning of other GS departments as it is impacted by labour and employee relations.
• Recommends policies and procedures within labour and employee relations.
• Develops methods to continuously improve labour and employee relations policies, processes, practices, and makes recommendations on proposed changes.
• Responsible for coordinating and directing negotiations of all collective agreements and may lead collective bargaining.
• Develops recommendations for bargaining mandates, obtain approval for mandates and ensures that the mandate is adhered to.
• Oversees and provides final approval of GS ingoing proposals for collective bargaining.
• Works with various union representatives and internal stakeholders to resolve labour relations matters and disputes.
• Provides expertise with respect to all matters pertaining to labour and employee relations including: collective bargaining, drafting, interpretations, investigations, progressive discipline, grievances and arbitrations.
• Provides oversight of significant and complex workplace investigations, ensuring appropriate process, consistency, risk assessment, documentation and timely resolution.
• Prepares and distributes internal interpretation guidelines and directives regarding organization policy and collective agreement administration.
• Keeps current on legislation, arbitration decisions and collective bargaining to assess industry trends.
• Organizes the representation of GSS at labour and employee relations-related hearings and investigations including Labour Relation Board hearings, Human Rights hearings and arbitration hearings.
• Works with external counsel to ensure preparedness on labour and employee relations matters and to mitigate risks to GSS.
• Assesses development needs of employees of Labour and Employee Relations and ensures that opportunities for professional development are provided.
• Other related duties as assigned.

Talent, Leadership & Organizational Effectiveness

• Leads organizational succession planning and talent management processes, including identification and development of successors for critical leadership roles.
• Provides strategic advice on organizational design, workforce structures, role clarity and organizational effectiveness.
• Leads or supports enterprise initiatives related to employee engagement, culture and organizational effectiveness within the HR portfolio.
• Develops change-management strategies that support leader and employee readiness, adoption and sustainability of organizational change.
• Manages leadership development strategies and processes
• Leads critical initiatives linked to leadership development, culture change, and performance
• Assesses leadership needs of operating, business, and functional units
• Advises and guides leaders on complex organizational development, talent management, and change management matters in order to raise the bar on individual, unit, and organizational performance
• Manages the individual development planning process for executives and emerging leaders
• Provides consultative services to the business units regarding mentoring
• Performance management and improvement frameworks and related education materials
• Employee engagement framework

HR Technology, Systems & Workforce Analytics

• Provides functional leadership for the HR components of Good Samaritan's HRIS implementation and ongoing optimization.
• Leads HR requirements definition, process design, testing, implementation, change management and adoption for HR modules within the Director's portfolio.
• Partners with Information Technology, Finance, Payroll, Scheduling, Operations, vendors and other functional leads to ensure appropriate integration and alignment between HR systems and organizational processes.
• Identifies opportunities to simplify, standardize and automate HR processes through technology.
• Provides leadership for HR data governance, reporting and workforce analytics to strengthen data quality and organizational decision-making.
• Ensures HR systems and processes support legislative, collective agreement, privacy and organizational requirements.

Governance, Risk & Executive Reporting

• Identifies and assesses significant Human Resources, workforce and labour relations risks and develops appropriate mitigation strategies.
• Provides timely escalation of significant workforce, employee relations, labour relations and HR operational risks to the Vice President & Chief People Officer.
• Develops executive-level analysis, briefing materials and recommendations on significant Human Resources and workforce matters.
• Supports the development of Human Resources reporting and analysis for Executive Leadership Team and Board/Board Committee consideration.
• Ensures appropriate HR policies, processes, controls and documentation are established and maintained to support legislative compliance, organizational governance and effective risk management.

Other Requirements:

• A current and clear Criminal Records Check Form and Clearance Letter prior to the hire date.

What We Can Offer You

• Work/life balance
• Learning and development opportunities
• Competitive wages
• Pension and benefits for eligible employees
• Employee and Family Assistance Program
• Competitive vacation allowance
• Employee recognition events
• Employee perks including discounted services and products with select businesses and vendors