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Not-for-Profit Director of Human Resources
Full Benefits and matching RRSP scheme
Location: Scarborough (ideally, you will need to drive to access the location)
You will be supporting a team of 250, some unionised. This exciting opportunity working for a worldwide Not-for-Profit that operates a significant residential and community program for adults with developmental chllenges. You will be part of an organization and work with a team focused on building bridges in the community and breaking down barriers.
Position Purpose Summary:
The Human Relations function is committed to creating a work environment where people experience:
A sense of hope and optimism;
An environment of trust; and
You will bring your HR experience supporting unionized health workers. This program provides residential and day program supports to individuals identified as having either developmental challenges and/or mental health issues. They support 80 individuals through our residential services and over 450 people through our day programs. There are approximately 250 staff at present, with some of the staff being represented by OPSEU, and we have an operating budget of just under $18 million.
The Director of Human Relations leads all aspects of operations related to Human Relations. This includes intimate involvement in hiring, labour relations, performance management, occupational health and safety, discipline and termination as appropriate within all levels of organization. He/she is also responsible for ensuring that strategic and operational planning processes reflect required person-power planning, development and forecasting.
A key emphasis of this position is its involvement with union and associated responsibilities of ensuring that practices and processes are in-line with collective agreements. This position will also take a leadership role in collective bargaining jointly with the Executive Director.
Ensure compliance with respective governing bodies including, MCCSS (standards/documentation), Employment Standards, Labour Relations, Human Rights with respect to human resource practices.
Create and implement HR strategic and annual operating plans as informed by overarching agency and strategic and operational plans.
Ensure implementation of processes designed to monitor Key Performance Indicators (KPI’s) in areas of human resource planning and programming.
Oversee, via HR staff, human resources processes including recruitment and selection, onboarding and orientation, benefits administration, salary/wage administration, employee records, training, leaves management and accommodations.
Oversee annual PEAC performance management and merit increase processes.
Oversee and provide support with HRIS for data entry and integrity.
Support, participate in and/or lead workforce planning and associated budget processes on an ongoing basis.
Ensure maintenance of employee information. Provide data analysis to Executive Director and other members of senior team as requested.
Develop, review, and revise policies and procedures as required.
Update any additional task and/or project related to agency and or organization as assigned by Executive Director.
Function as a full member of the Senior Leadership Team providing advise and support to all aspects of the Ministry Unit from the unique HR perspective.
Review IT needs of HR function & implement/advocate for new solutions as needed.
Keep agency informed of trends in human resources best practices.
Participate in meetings, including Leadership, Strategic Planning, Labour Management, Staff Development, Staff Appreciation/Recognition & as assigned.
Responsible for self-development.
Confer with Executive Director on any matters pertaining to grievances and Human Relations relevant to operation of agency.
Facilitate and ensure communications flow regarding human resources matters within agency at all levels.
Participate in regular supervision and consultation with Executive Director.
Represent dept at internal and external meetings as required.
Health and Safety:
Comply with provisions of Occupational Health and Safety Act and regulations Health & Safety Program.
Ensure management, staff and HR staff adhere to WSIB processes.
Partner with management to ensure staff:
Work in manner and with protective devices, measures and procedures required by Occupational Health & Safety Act (OHSA) and regulations.
Use or wear required equipment, protective devices or clothing.
Advise staff of existence of any potential or actual danger to health or safety of staff of which Supervisor is aware.
Review and recommend written instructions pertaining to measures and procedures to be taken for protection of staff.
Conduct or assist as necessary in incident investigations.
Reports to Regional Manager, HR Executive Director.
Member of Department Senior Leadership Team (SLT).
Direct supervision of HR Manager, and overall accountability for HR team including HR and Payroll Coordinators.
Support and liaise with all staff and Management.
Partner with THQ HR, legal staff and advisors.
Member and Management Co-Chair of Labour-Management Committee.
Leads Employee Engagement Committee.
Represents organisation at Toronto Region Developmental Services HR Network.
CRITICAL RELATIONSHIP MANAGEMENT:
Governance Boards and Councils: None
Executive Director, Directors, Managers, Employees
Develop and maintain connections with DHQ HR team, Employee Benefits, THQ H&S & WSIB
Union Business Partner
WCB and Manulife Case Managers
OASIS and other provincial bodies as required
MANAGERIAL/TECHNICAL LEADERSHIP RESPONSIBILITY:
Reports directly to: Regional Human Relations Manager with a dotted line to the Executive Director
Direct reports for this position: Three staff; HR Manager, HR Coordinator and Payroll Coordinator
FINANCIAL AND MATERIALS MANAGEMENT:
Maintains an effective employee document management system
Ensures HRIS data integrity