Vice President, People & Culture
Location: Head office based
Position Openings: 1
The Vice President, People and Culture will collaborate with the Senior Leadership Team (SLT) to create, define and execute the People Strategy in support of the company’s strategic objectives, as well as business objectives for the Human Resources and Organizational Development and Performance departments.
The Vice President, People and Culture will partner with SLT and key stakeholders to support and advance engagement, actively plan and forecast future talent, and create a healthy workplace culture that addresses diversity, equity, and inclusion.
The Vice President will offer timely, forward-thinking leadership and counsel on all issues related to the organization’s use of talent and culture to support WSPS's mission, and serve as the subject matter expert on all human resource matters.
The coronavirus has had a dramatic effect on all businesses in Ontario, including those that are serviced by WSPS. Although the pandemic has presented major challenges, it has also raised the importance of health & safety in Ontario, including a need to place additional emphasis on the workforce's mental health. The Vice President has, an indirect but unique opportunity to have a significant positive impact on the province’s workers, and they also can help lead WSPS' transformation. Now is an ideal time for WSPS to help bring health & safety to a new level of awareness while transitioning to become nimbler in delivering programs and content to its client base.
Note: Percentages refer to approximate % of time spent on each area, over the course of a given year.
1. Strategy (35%)
- Collaboratively develops and executes the People Strategy that supports the achievement of overall business goals.
- Collaborates with the Senior Leadership Team to identify the needs of business units and determines how the department can best support them to meet their objectives.
- Provides leadership for the development and implementation of refreshed people programs, policies, processes, and procedures to meet business objectives within an organization committed to a change agenda e.g. tailor recruiting strategies to targeted talent pools that exhibit a broader range of skills
- Collaborates with senior leadership to advance organizational performance by linking strategy to structure, building transformational change approaches, modernizing tools and processes, and facilitating organizational re-design and continuous improvement.
- Remains informed of ongoing developments and trends in health & safety; proactively develops and integrates People & Culture related actions and best practices across the organization in light of those developments and trends
- While continuing to be cognizant of and respectful to the organization’s relationship with the Government of Ontario and mindful of that body's approach to health & safety and its new initiatives across that arena, sets a path of exploring innovative ways to uncover and employ 'win/win' approaches to identified challenges and opportunities
2. Organization Design and Workplace Culture (25%)
- Coaches and mentors the People & Culture team to further build and nurture strong relationships across the employee base; leads the department in presenting and acting as a highly credible partner to the business; leads and encourages others to adopt and ingrain an inclusive and collaborative approach to delivering efficiently and effectively on client needs.
- Helps to infuse a feeling of empowerment across the organization.
- Establishes and sustains an internal learning strategy that creates a learning and growth culture amongst the staff, including, but not limited to, professional standards for H&S technical specialists or leading practices in management and other individual role development.
- Provides oversight and leadership to organizational initiatives related to business process redesign and change management.
- Collaborates across the organization to develop and integrate workforce planning, talent acquisition, learning and development, performance management, professional development, succession planning and total rewards.
- Develops and implements strategies aimed at maintaining a healthy workplace culture.
- Collaborates with internal project teams to support and progress employee engagement initiatives that enhance the workplace culture and the employee experience.
- Oversees the implementation of processes to measure employee engagement, such as employee engagement surveys.
- Fosters a culture of accountability, trust, recognition, and results among staff at all levels.
3. Talent Management (25%)
- Oversees talent management including staff development, talent reviews and succession planning, to enable the achievement of WSPS's future goals and objectives.
- Oversees talent acquisition and retention strategies, including strategies that support diversity, equity and inclusion efforts and measurements.
- Identifies, leads, and develops results-driven performance management tools and processes that integrate with the organization's values and core competencies.
- Oversees a total rewards program that balances organizational resources and maintains the organization's competitive position in the marketplace.
4. Administration and Operational (10%)
- Champion the organization's activities related to flexible work arrangements, ensuring they balance the needs of the company and employees and are in tune with the broader marketplace
- Serves as the organization's Chief Security Officer to ensure all aspects of the federal government's Contract Security Program are met, and also maintains processes and procedures to ensure staff, property and premises are safeguarded.
- Remains mindful of the limitations and scrutiny WSPS is under as a transfer-payment recipient; is a key participant in managing and mitigating risks inherent within government sponsored settings
- Acts as the key liaison to the HR Committee supporting the Chair with agenda development and overall effective functioning of the committee; makes HR related presentations to the HRC and Board as required
- As a key subject matter expert, conducts competitive analysis and draws from external research and market analysis in remaining knowledgeable and informed
- Authorizes financial transactions up to a specified limit within the department.
- Provides organizational oversight for a number of people processes, in support of the organization achieving its quality, health and safety and other objectives. Carries out specific responsibilities as detailed in the Process Management Policy and other relevant policies and procedures.
5. People Management (5%)
- Provides timely positive and constructive feedback; monitors and recognizes the accomplishment of team and individual goals and objectives; fosters an environment of continuous learning consistent with the needs of the organization, team, and staff.
- Creates and sustains processes and skill development opportunities for staff that results in continuous improvement in the service delivery of WSPS's people processes, policies and programs.
- Develops and oversees the implementation of an effective business unit succession plan.
- Performs other duties as required.
Contributes to a Healthy and Safe Work Environment
- Adheres to WSPS policies, procedures, process fact sheets, guidelines and business rules established in the WSPS Quality Management system which ensures the achievement of our quality goals.
- Contributes to promoting a healthy and safe culture, and links efforts to the WSPS quality management system approach (Plan, Do, Check, Act, Continuous Improvement Cycle).
- Monitors WSPS Quality Management system e.g. responds to organizational quality issues; recognizes critical errors and corrects them.
- Responsible for conformance to the overall Occupational health and safety management system, including adherence to health and safety standards, best practices, quality initiatives, and compliance with regulation and legislation.
Ideal Candidate Qualifications
- 10+ years of progressive and senior level human resources leadership experience ideally gained in structured mid-sized business-to-business settings that operate within defined limitations, and where the employee base exhibits a higher than average level of education, professionalism, and subject matter expertise;
- Offers a breadth of experience; for example, may complement public or not-for-profit sector expertise with experience gained within private sector environments;
- Exhibits an understanding of government and how to effectively operate within a publicly funded entity;
- Experience gained within highly regulated sector(s) would be advantageous;
- Experience presenting at a Board level;
- Strong track record working collaboratively with C-level and senior leadership teams;
- Solid strategic capabilities while also comfortable working tactically and drawing on an entrepreneurial spirit;
- A reputation as a strong human resources generalist, ideally with expertise and/or foundational knowledge in health & safety and learning & development; familiarity with labour relations and labour law would be an asset;
- Strong planning and analysis skills;
- Computer literate with a good level of comfort in the use of mobile and digital delivery technology tools and platforms;
- Exhibits solid business acumen; may be well-versed in applying strong business case analysis to new initiatives and/or project opportunities;
- Considered a 'change champion' - someone who has led a department and an organization through a transformation journey that is anchored by a consistent focus on enhancing the customer experience;
- Brings a contagious commitment to continuous improvement;
- Projects higher than average levels of competency in each of the following: accountability; customer focus; collaboration; innovation; and, results focus;
- Shows transparency in arriving at decisions and in how they’re communicated;
- Confident in presenting their opinion and analysis of data; is prepared to explore opportunities, tackle challenges and, when necessary, respectfully defend their position;
- Has a proven ability to influence, align and support business units and cross-functional teams;
- Will not waver from embracing a high level of personal integrity;
- Can enhance employee engagement across the organization; can effectively help motivate employees beyond the use of financial incentives/salary adjustments;
- Has poise and presence; brings a positive, 'glass is half full' attitude complemented by a very strong work ethic;
- Can bravely develop, embrace, and promote a vision, and execute on it in a passionate and bold manner;
- Politically savvy; can maneuver through complex situations effectively with patience, diplomacy and sensitivity; demonstrates strong negotiating and influencing skills;
- A skilled communicator and listener, able to take and defend unpopular positions, and capable of establishing a high level of credibility, both internally and externally with a wide variety of stakeholders;
- Creates a strong sense of shared purpose in others and motivates them to high levels of performance aligned to the organization's mission, vision, and core values;
- Can embrace the organization's commitment to the greater good of positively impacting the health and lives of Ontarians; and,
- Can call on a sense of humour.
Holds a bachelor's degree or the equivalent in business, human resources, or a related discipline. An advanced degree or qualification in business (MBA) or human resources (Masters in Human Resources Management; Certificate in Human Resources Management) would be a strong asset.
Deadline for Application: Friday April 16, @ 4:00 PM (EDT)
Please forward a confidential expression of interest (cover letter and current resume) to:
Madiha Rashid, Consultant
WSPS is an Equal Opportunity Employer. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code, WSPS will provide accommodations to applicants with disabilities throughout the recruitment, selection and/or assessment process. If selected to participate in the recruitment, selection and/or assessment process, please inform Human Resources staff of the nature of any accommodation(s) that you may require.
We thank all those that apply, however, only those selected for further consideration will be contacted.
About LHH Knightsbridge - www.lhhknightsbridge.com
LHH helps organizations simplify the complexity associated with transforming their leadership and workforce so they can accelerate results, with less risk.
As global leaders in Talent and Leadership Development, Career Solutions and Executive, Interim and Mid-Level Search, we assist organizations in finding new talent, and helping their employees navigate change, become better leaders, develop better careers, and transition into new jobs. We have the local expertise, global infrastructure, and industry leading technology and analytics required to simplify the complexity associated with executing critical talent and workforce initiatives, reducing brand and operational risk. Teams across Canada and around the world leverage our proven programs and global experience to deliver tailored solutions to clients that align talent with the needs of their business.
Established in 1967, we have been providing outplacement services for 52 years. LHH is a wholly owned subsidiary of Adecco, SA, a publicly held Fortune Global 500 firm and the world’s leading provider of HR solutions, with approximately 32,000 FTE employees and 5,100 branches in over 66 countries and territories around the world. LHH has more than 4,000 employees around the globe including 2,200+ certified Career Coaches.