08 Oct
Stonewood Group
Toronto
Listed on the New York Stock Exchange and the Toronto Stock Exchange and with revenues exceeding $2B, our client is one of North America’s largest industrial services providers with operations throughout the U.S. and Canada.
Scope of Position
The VP Human Resources will be responsible for establishing and cultivating a work environment that attracts, motivates, and retains Progressive’s human capital. This will include guiding and supporting the corporate and regional operating businesses on all HR matters to meet Progressive’s strategic objectives and goals for profitability and growth.
Reporting to the CEO, the VP Human Resources will act as a strategic HR business partner to the Company’s chief executive,
the executive committee, and management leadership teams.
The VP Human Resources will assume responsibility for human capital strategies, plans, and policies to position the company as a “Best in Class” employer of choice.
The VP HR will work closely with the SVP General Counsel to lead their respective teams in the development and implementation of best-in-class HR policies, programs, and procedures, HR templates, and related documentation to serve the Business.
Key Responsibilities
1. Drive a Best in Class HR Organization
1. Lead and inspire best-in-class corporate and regional HR teams to support the successful delivery of the Company’s strategic growth plans, vision, and mission.
2. Establish benchmarks for organizational effectiveness, employee performance, training and career development, health and benefits, employee relations.
3. Lead the development of, effectively manage and integrate HR policies and programs including performance reviews, succession planning, career development,
performance management, goal setting and reviews, training and mentoring, employee benefits, employee handbook, etc.
4. Work with Compensation Committee Chair and members on Executive Compensation and Agreement, Employee Incentive Programs, Succession Planning and related projects.
5. Manage compensation and other HR Programs, processes, and initiatives in a timely manner for HR Committee Chair and members.
6. Work with CEO, Senior Leadership Team, and Compensation Committee to establish corporate compensation plans; oversee HR reporting to Board.
7. Work closely with Corporate Secretary/GC on timely Board engagement for the HR Committee.
- Change Management
1. Drive change management initiatives to accelerate assimilation of new employees,
align workforce around goals and priorities, and instill a “one company” culture; monitor and measure compliance and engagement.
2. Establish an HR culture of continuous improvement.
3. Work with CEO and executive team to define and effectively communicate Company values to drive culture of service, professionalism, and performance excellence.
- Talent and Performance Management
1. Develop HR strategies to identify and address competency, knowledge, talent, and performance gaps.
2. Develop recruitment and retention strategies to attract and retain top talent.
3. Establish employee performance metrics, career development, and succession plans.
4.
Assess and upgrade current training programs; launch management mentoring initiative to support employee growth and development.
5. Identify and stretch high-potential talent working with management teams.
6. Report quarterly to CEO on high potentials, key talent management metrics, and deliverables.
7. Institutionalize Performance Management Systems using Lominger competency model throughout the organization.
8. Develop and manage a broadly-based Talent Management and Development Program, focusing on career development and succession planning; benchmark talent against external competition.
9. Create performance evaluation standards; establish and drive compliance for timely annualized performance reviews.
10. Oversee compensation, performance incentives, benefits, and pension plans.
- Employee Engagement and Labour Relations
1.
Develop and lead employee engagement plan working closely with VP Investor Relations and Corporate Communications.
2. Field employee surveys to assess and monitor employee engagement on key initiatives, e.g., safety, and culture.
3. Create and manage employee recognition and awards programs.
4. Facilitate planning of annual managers meeting working with Excomm members.
5. Develop strategies and processes for unionized and work council contract negotiations with realistic decisions on strategies, plans, and timelines.
6. Manage employee relations from onboarding, disputes, terminations, health and safety, employee training, and employee-related legal compliance.
7. Understand the unique characteristics of the waste management business, competitive set,
and needed capabilities and competencies to drive profitability and success (this skill can be developed over time if necessary).
Qualifications and Experience
1. Bachelor’s degree required. Masters in Business, OD, or HR preferred.
2. 10-15 years of strategic HR business partnering.
3. Proven Experience in the following key areas:
1. Partnering with CEO/C Suite executives.
2. Working with Boards of Directors, Compensation Committees, and related Corporate Governance matters.
3. Executive Compensation and Performance Management.
4. Talent Management and Development; Employee Engagement.
5. HR Continuous Improvement.
6. Large workforces – enterprise wide human capital initiatives.
7. Labor and employment matters (US/Canada).
8.
Working knowledge of applicable HR legal matters.
- Able to travel up to 25% as needed.
- Languages: Working knowledge or fluency in French a plus.
- Conflict Management – experienced in negotiating through conflict.
- Ability to balance competing priorities, excellent project management, organization, and multitasking skills.
- Recognized as a coach and thought partner within HR community.
- Builds effective teams and fosters collaboration, trust, and transparency, bringing diverse perspectives to achieve common goals.
- Distills complexity: Able to synthesize quantitative and qualitative data to identify trends and develop recommendations that drive HR talent management priorities.
- Demonstrated ability to lead organizational change initiatives.
- Results driven,
holding self accountable for initiative and follow through.
- Excellent problem solver and comfort in making difficult decisions.
- Inspirational “can do” leader.
- Strategic thinker, and skilled in organization design and demonstrated experience leading culture change.
- Strong self-learner who welcomes feedback.
- Persuasive communicator with strong written communications skills.
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