Vice President, Human Resources

La Banque HomeEquity

Banque canadienne à charte de l’annexe I, la Banque HomeEquity est le plus important fournisseur d’hypothèques inversées au pays et son portefeuille de prêts est en croissance. Étant la seule institution financière à se consacrer uniquement aux propriétaires de 55 ans et plus, la Banque HomeEquity a à cœur d’aider les propriétaires canadiens à vivre leur retraite comme ils le souhaitent. Nous tenons cette promesse tous les jours grâce à nos solutions d’hypothèque inversée, dont notre produit phare, l’Hypothèque inversée CHIP^MC.

Nos valeurs, notre passion

À la Banque HomeEquity, ce sont nos valeurs qui orientent et inspirent nos actions auprès de nos clients, de nos partenaires et entre nous.

Nous sommes d’ardents défenseurs au service de nos clients.

Nous avons le courage d’agir et de faire ce qui est juste.

Nous formons une équipe, nous avons une même vision.

Nous voyons loin et nous sommes en constante évolution.

POSITION SUMMARY:

The Vice President of Human Resources (VP of HR), reporting to the CHRO, will provide strategic input to overall HR strategy and will be responsible for leading specific strategic projects or initiatives while overseeing and ensuring alignment of human resources practices and processes with the broader HR and organizational strategy. This role will ensure that the HR department supports the company’s business objectives and fosters a positive and inclusive work environment. The VP of HR will be a strategic partner to the management team, providing leadership in the execution of the organization’s HR strategy. 

MAJOR ELEMENTS OF THE ROLE:

Key accountabilities of this position include: 

HR Planning and Management

• Develop and implement HR strategies that align with the overall business strategy
• Foster a positive organizational culture that promotes employee engagement and satisfaction

• Act as a strategic advisor to the leadership team on all human capital matters
• Oversee diversity, equity, and inclusion initiatives
• Lead organizational design and workforce planning initiatives
• Ensures Human Resources processes and procedures are consistently communicated and applied throughout all business situations to ensure effective HR practices and to preserve organizational integrity
• Helps to build capacity in HR management among assigned client groups through effective consultation, trend analysis and intervention planning
• Keeps abreast of overall business and strategic objectives while fulfilling the needs of the organization with particular focus on the employee experience. Support corporate initiatives and projects as required. Acts as a change agent
• Recommends HR solutions which will support the attainment of business objectives while fulfilling the needs of stakeholders with particular focus on the employee experience
• Consults with CHRO in managing resolution and potential litigation on employment matters related to staff
• Recommends new/revised approaches, policies and procedures for continuous improvement of HR function. Support the effective delivery of new/revised policies and programs

Talent Management & Development

• Oversee the recruitment and selection process to attract, retain, and develop top talent
• Implement effective onboarding, training, leadership and development programs
• Develop and manage succession planning processes
• Analyzes people trends and issues in client groups and makes recommendations for continuous improvement
• Works with client groups to identify, design, develop and execute strategies that drive business results which may include succession planning, talent management, performance management, recruitment and selection, training and team-building
• Manages and orchestrates all people-development processes within the organization such as performance management, career development and training programs
• Develops and manages the retention and succession planning initiatives for the organization
• Manages the termination process, including providing coaching to management, preparation of termination letters and managing communications with departed employee 

Leadership Coaching and Employee Relations

• Provides expertise and guidance to Management in the areas of legal and procedural compliance, workplace policies, employee relations and problem prevention. Through knowledge transfer, increase the ability of business managers to increasingly handle these issues with the support of Human Resources
• Provides coaching to management in order to continuously improve employee engagement, productivity and organizational performance
• Develop and implement programs to enhance employee relations and address concerns
• Provides ongoing coaching to managers regarding development, discipline, performance and other issues as required
• Monitors employee engagement and developmental solutions to increase engagement and deliver on the establishment and development of the employment brand for the Bank
• Partners with Senior Management Team, Managers, and Supervisors in business planning and organizational change issues

Compensation and Benefits

• Design and manage competitive compensation and benefits programs
• Conduct regular salary and benefits benchmarking
• Ensure compliance with legal and regulatory requirements

Performance Management

• Develop and implement performance management systems
• Guide managers on performance evaluation and improvement processes
• Promote a culture of continuous feedback and professional growth

Risk Management & Compliance

• Ensure compliance with all relevant labor laws and regulations
• Oversee the development and implementation of HR policies and procedures
• Manage employee risk and ensure a safe working environment including Health and Safety
• Manages the Responsible Persons Assessment Process for all of the Organization’s Responsible Persons
• Ensures the organization is compliant as a Federally Regulated Employer with respect to all Human Resources Management Policies and supporting processes
• Ensures completion of communication reports and due diligence exercises as required by OSFI and the Board

HR Operations and Technology

• Oversee HR operations, including payroll, HRIS, and employee records management

• Leverage HR technology to improve efficiency and effectiveness
• Ensure accurate and timely HR reporting and analytics

Budget Management

• Develop and manage the HR department budget
• Monitor and control expenditures to ensure alignment with financial goals
• Oversee the company’s position management practices

SKILLS AND EXPERIENCE REQUIRED:

Qualifications

• University Degree/College Diploma in a relevant discipline (Human Resources Management or Business Administration)
• Certified Human Resources Professional or demonstrated progress towards a professional HR designation.
• 10+ years’ experience in a Senior Management role.  Previous experience working with a federally regulated employer would be an asset. The ideal incumbent will have the ability to think beyond the Human Resources Function and contribute to the overall success of the business.
• Strong knowledge of common law and relevant Federal Employment Legislation including the Canada Labour Code.
• Developed knowledge in all aspects of the HR field and in particular in employee relations, talent management, coaching, performance management and attraction and selection. Ability to demonstrate the HR Value Proposition to all levels of staff.

Attributes

• Proven experience in strategic HR planning and execution.
• Exceptional interpersonal skills and well-developed self-awareness are critical to building strong relationships across all levels and being seen as credible business partner. 
• Strong knowledge of HR best practices, labor laws, and regulations.
• Excellent leadership, communication, and interpersonal skills.
• Ability to build strong relationships and influence at all levels of the organization.
• Demonstrated ability to manage multiple priorities and navigate complex issues.
• Organization, communication, presentation and problem solving and decision-making skills would all be an asset to this role.
• Ability to maintain information in confidence and exercise good judgment is critical

Working Conditions Unique to Job

• Hybrid office environment