About the role:
Pixel Union is looking for a People Operations Leader to cover a 14-month Parental Leave contract. As our Director of People Operations, you’ll be a member of our senior leadership team and accountable for all aspects of the People Operations function. You will act as a strategic business partner for the General Managers of our three unique business units and further organizational development while advancing our People Ops department and programming.
Reporting to the CEO, you will lead a team of two. You will be a champion for cultural initiatives and play a key role in bringing company strategy to life for all managers and individual contributors on the team.
Success in this role will require a high-degree of flexibility, and a desire to keep up with the pace of our business. You’re a relationship-builder, with strong communication and analytical skills; you are able to present a clearly articulated strategy for the People Operations organization and nurture buy-in from stakeholders. As a shared-service leader, you are able to adjust your focus quickly from day-to-day activities to high-level planning and forecasting. You are comfortable communicating large-scale initiatives and team changes with potentially high team impact in writing as well as in presentations at team meetings.
You’ll take on the following:
- Organizational Development: In support of each business unit, you will partner with General Managers to effectively develop workforce plans and programs that support their individual and collective success. You’ll consult on staffing changes and performance plans for managers, providing people management guidance and ensuring legal compliance of all employee movement, hires, and terminations. You oversee small and large scale team changes (eg. reporting changes within teams and divisional re-organization, respectively) and provide effective change management consultation, including plans that appoint and support the appropriate champions to execute.
- Culture Building: With the People team, you will curate our employer brand and constantly search for ways to build it through team initiatives, company policies, and career development opportunities for staff. You will ensure business decisions are measured against our company values and culture.
- Strategic Planning: You will be a key stakeholder in company goal setting and strategic planning sessions, providing insights into the workforce and ensuring all decisions are compliant, meet industry standards, and keep our people at the top of mind. You will ensure our People Ops strategy is aligned with overall company objectives.
- Analysis of People Metrics: You will use well-founded data to inform your recommendations to leadership, and present options and plans by clearly outlining relevant risks and opportunities. On an ongoing basis, you will establish, track, and analyze metrics that effectively measure the impact of People Ops initiatives and report outcomes back to the business (eg. retention, eNPS, training efficacy, absenteeism, etc.).
- Budgeting: You will be a stakeholder in our annual budgeting process, weighing the cost/benefit of all training, engagement, and total reward initiatives. Partnering with our finance team, you will use the budget to guide staffing and program initiatives on an ongoing basis and provide accurate and updated data for rolling divisional and corporate forecasts.
- Team Leadership: You will lead our People Operations Manager and People and Culture Lead and be accountable for all output of the department. You will provide coaching and mentorship that guides their management of team tools, initiatives, and policies. You will provide training and mentorship for 14 team leads across the business and ensure the proper resources and tools are in place to enable their success as managers.
- Demonstrated leadership experience in People Ops or HR
- Comprehensive understanding of BC employment law and policy compliance
- Experience using an HRIS and modern cloud-based HR tools
- Payroll administration benefits negotiation experience
- Experience managing total reward programs and measuring their competitiveness against industry benchmarks
- Experience establishing and tracking key metrics
- Strong interpersonal skills and the ability to manage relationships at all levels of a company
- A track record of successfully turning strategy into action
- A proven record of promoting, supporting, and leading innovation and change
Good to have:
- Experience reporting to an executive team or board of directors
- Experience with annual budgeting process
- Familiarity with OKR goal-setting framework
- Demonstrated abilities in change management
- CPHR designation or equivalent HR education