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
Partner with CEO and senior management to identify and address the critical HR needs of the organization, create an effective long term HR strategy, and deliver results. Key responsibilities include:
(1) Drive a Best in Class HR Organization
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
Establish benchmarks for organizational effectiveness, employee performance, training and career development, health and benefits, employee relations
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.
Work with Compensation Committee Chair and members on Executive Compensation and Agreement, Employee Incentive Programs, Succession Planning and related projects
Manages compensation and other HR Programs, processes and initiatives in a timely manner for HR Committee Chair and members
Work with CEO, Senior Leadership Team and Compensation Committee to establish corporate compensation plans; oversee HR reporting to Board
Working closely with Corporate Secretary/GC on timely Board engagement for the HR Committee
(2) Change Management
Drive change management initiatives to accelerate assimilation of new employees, align workforce around goals and priorities, and instil a “one company” culture; monitor and measure compliance and engagement
Establish an HR culture of continuous improvement
Work with CEO and executive team to define and effectively communicate Company values to drive culture of service, professionalism and performance excellence
(3) Talent and Performance Management
Develop HR strategies to identify and address competency, knowledge, talent and performance gaps
Develop recruitment and retention strategies to attract and retain top talent
Establish employee performance metrics, career development and succession plans
Assess and upgrade current training programs; launch management mentoring initiative to support employee growth and development
Identify and stretch high potential talent working with management teams
Report quarterly to CEO on high potentials, key talent management metrics and deliverables
Institutionalize Performance Management Systems using Lominger competency model throughout the organization
Develop and manage a broadly-based Talent Management and Development Program, focusing on career development and succession planning; benchmark talent against external competition
Create performance evaluation standards; establish and drive compliance for timely annualized performance reviews
Oversee compensation, performance incentives, benefits and pension plans
(4) Employee Engagement and Labour Relations
Develop and lead employee engagement plan working closely with VP Investor Relations and Corporate Communications
Field employee surveys to assess and monitor employee engagement on key initiatives, e.g. safety, and culture
Create and manage employee recognition and awards programs
Facilitate planning of annual managers meeting working with Excomm members
Develop strategies and processes for unionized and work council contract negotiations with realistic decisions on strategies, plans and timelines
Manage employee relations from onboarding, disputes, terminations, health and safety, employee training, and employee related legal compliance
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
Bachelor’s degree required. Masters in Business, OD, or HR preferred
10-15 years of strategic HR business partnering
Proven Experience in the following key areas:Partnering with CEO/C Suite executives
Working with Boards of Directors, Compensation Committees, and related Corporate Governance matters
Executive Compensation and Performance Management
Talent Management and Development; Employee Engagement
HR Continuous Improvement
Large workforces – enterprise wide human capital initiatives
Labor and employment matters (US/Canada)
Working knowledge of applicable HR legal mattersAble 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
Qualifications
Bachelor’s degree required. Masters in Business, OD, or HR preferred.
15 + years of strategic HR business partnering
Experience partnering with CEO/C Suite executives; board relations and governance
Able to travel up to 25% as needed
Extensive experience with large employee base in multiple sites, countries or regions
Familiarity with HR laws and regulations in both the US and Canada – demonstrated ability to navigate the key differences between the two legal realms
Familiarity and experience with unionized workforces, ideally in the US and Canada
Proven history of successfully leading and embedding large scale, enterprise level, and human capital change initiatives
Languages: Working knowledge or fluency in French a plus#J-18808-Ljbffr