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Senior Vice President, Human Resources Etobicoke C$0 - C$0

Senior Vice President, Human Resources

Location: Etobicoke |
Salary: C$0 - C$0 |
Posted: 16 Oct 2020 |
Closes: 15 Nov 2020 |
Job Type: Permanent & Full-time |
Business Unit: Canada |
Region / Division: Americas |
Reference: G4S/TP/2239755/199277

Role Responsibility:

 

Due to the pending retirement of the current incumbent G4S Canada is seeking internal and external applications from suitably qualified candidates to the position of SVP Human Resources, Canada.

As part of the Canadian Executive Committee, the SVP HR will be involved in the development and implementation of the business strategy, create and deliver an HR strategy that is aligned with business strategic priorities and is consistent with the Group HR strategy and standards, and will be responsible for leading all aspects of the Human Resources (HR) function.

 

Through a team of direct and indirect reports delivers on the following: 

 

Labour Relations:

  • Creates and leads the implementation of an appropriate LR strategy to meet organizational goals.

  • Prepares the organization for collective bargaining by formulating bargaining strategies consistent with the short and long-term needs of the organization.

  • Leads the collective bargaining process.

  • Advises senior management on matters related to mediation/arbitration, provides consultation and risk assessment and participates in mediation/arbitration proceedings.

  • Interprets and administers collective agreements and manages the ongoing CBA interfaces.

  Recruitment and Selection

  • Leads and manages senior and top management recruitment campaigns to ensure key positions are filled with best talent.

  • Drives positive development of G4S brand awareness and reputation in the external market  in attracting and retaining high quality staff.

  • Establishes best practice in all resourcing-related activities and evaluates their application to ensure a leading edge stance is maintained.

  • Ensures Branch Recruiters and Line Managers are equipped to make sound selection decisions in line with centrally-developed standards.

  • Drives fulfillment of branch recruitment objectives, attracting the quality of hires required within both time and budget restrictions.

  Workplace Health, Safety:

  • Develops Health & Safety policy and leads in building Health and Safety workplace excellence. 

  • Ensures due diligence and strict liability requirements are met.

  • Ensures that mechanisms are in place for responding to crises in the workplace, including critical incident stress management.

  • Ensures compliance with legislated reporting requirements.

Training and Succession Planning:

  • Establishes a G4S talent development strategy that links training to development programs, organizational goals and succession planning.

  • Develops and delivers learning strategies to close the gap between current people capabilities and the future needs of the organization nation-wide.

  • Develops and implements the performance management process. Monitors the success of feedback through performance appraisals, coaching and performance feedback.

Human Resources Planning & Practice:

  • Promotes and contributes to the development of the organization’s vision, goals, and strategies with a focus on human capital; sets clear goals and objectives for the HR activities of the organizations.

  • Guides and facilitates change in organizational culture and/or values consistent with business strategies.  Leads in the development of HR initiatives, which support the organization’s strategic decisions.

  • Reviews the organization’s existing HR programs to ensure they are consistent with business activities.  

  • Sets the corporate HR budget, participates in budget planning process, projections and monitors expenditures.

Organizational Development:

  • Leads timeous OD initiatives to support the performance of the organization.  Analyses and communicates the effects of major organizational change.  Develops and implements transition strategies.  

  • Promotes a performance culture in the organization that values ethical practices, diversity & Inclusion, trust and respect for individuals and their contributions.

  • Researches, and reports on potential HR issues affecting the organization; develops HR plans that support the organization’s strategic direction.

  • Plans for and manages the HR aspects of organizational change, e.g. downsizing, in the context of organizational strategies and legislated requirements.

 Compensation & Benefits:

  • Designs and evaluates total compensation strategies to ensure that they reflect the organization’s goals, culture, structure, and external environment.

  • Evaluates the total compensation strategy to ensure it is consistent with the objectives of attracting, motivating and retaining the qualified people required to meet organizational goals.

  • Identifies benefit carriers, evaluates objectives, characteristics, service delivery models 

  • Ensures compliance with legally required programs and the effectiveness of benefit programs by providing information, ensuring accessibility of the program, and by minimizing the cost of the program.

  • Establishes sound operational practices to ensure confidentiality of employee information, and compliance with regulatory requirements.

Human Resources Information Management:

  • Ensures that the organization complies with legislated and contractual requirements for information management, e.g. record of hours worked and records of exposure to hazardous substances.

  • Contributes to development of specifications for the development and upgrades of the HR and payroll information management systems.

  • Ensure compliance with the Group HR minimum standards and reporting on the standard HR KPIs.  Monitor performance and use KPIs to identify issues and to benchmark internally/externally.


The Ideal Candidate:

The successful incumbent is a results-driven individual with a proven track record in delivering on corporate expectations, demonstrating a high degree of commercial acumen and able to exercise sound professional HR and business judgement based on:

  • A relevant formal / technical tertiary qualification (MBA or Master’s degree preferred).

  • Minimum of 15 years of progressive leadership experience in different functionalities of Human Resources in a large enterprise.

  • Significant labour relations experience at a senior management level in a large, labour intensive unionized service industry organization.

  • Significant experience managing a direct team of employees and managing in a complex, matrixed environment.

  • Excellent interpersonal, influencing and negotiation skills.

  • Strong diagnostic, analytical and leadership skills

  • Ability to maintain strong ethical and professional values.

  • Flexibility and adaptability to rapid environmental changes.

  • Autonomous and self-motivated, with a clear determination to succeed.

 


About the Company:

G4S is an inclusive and equitable employer, encouraging applications from qualified women and men including persons with disabilities, members of visible minorities, and Aboriginal persons.

G4S est un employeur inclusif et équitable, en encourageant les candidatures de femmes qualifiées et les hommes y compris les personnes handicapées, les membres des minorités visibles et les personnes autochtones.


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