The Director of Human Resources is responsible for developing and implementing, in conjunction with the Executive Team, the HR strategy to attract, engage, develop and retain people to grow SNA/VA’s business and brand in North America. The Director designs and implements HR strategies, programs, processes, policies and initiatives that are aligned with and supportive of the company’s business plans and strategic direction in order to build organizational capability, achieve greater employee engagement and effectiveness and attain short and long term business objectives. The Director is a member of the Executive Team and reports to the President with dotted line to the VP, HR Swegon in Sweden.
This role requires personal initiative and drive. The ability to focus and deliver in an ambiguous/fast paced environment will be crucial. This is an ideal opportunity for a "hands on" strategic thinker as you will ensure the design and delivery of HR processes and practices are relevant and efficient to build sustainable organizational capability. The ideal candidate will be someone who has proven critical thinking capability and business savvy. This person will be able to maximize employee contribution by bridging employee needs and business objectives and increasing employee commitment and competence.
Swegon AB (www.swegon.com) is a leading provider of commercial and residential indoor climate systems. They manufacture and sell products and solutions for ventilation and indoor HVAC systems. With head office in Sweden, they have worldwide sites in Finland, Norway, Denmark, Germany, Italy and India. Swegon recently acquired Vibro-Acoustics® . This acquisition marks the beginning of an ambitious long-term effort to take a significant market share position in North America by Swegon.
Swegon North America / Vibro-Acoustics (www.vibro-acoustics.com) provides noise control, vibration isolation, air handling and restrain products for commercial applications. They provide design assistance to the HVAC consulting community to help avoid noise problems in ventilation systems. From product specification and application engineering to design, manufacturing and testing, they offer half a century of unsurpassed industry experience. Their headquarters are in Markham, Ontario, with two additional manufacturing facilities in the United States - Nashville, Tennessee and Reno, Nevada.
This is a dynamic organization with an entrepreneurial culture where employees and management are given free rein to experiment and improve. It is an environment that is open to new ideas and where you will be encouraged to take the ball and run with it.
Further develop SNA/VA's desired culture.
Enhance employee engagement.
Establish and maintain effective communications throughout the organization
Develop relationships with both union and non-union staff and staff at remote locations (Nashville, Reno, Minneapolis, Houston, NYC).
Ensure the organizational structure optimizes SNA/VA’s ability to achieve its strategic and operational plans.
Build organizational capability through the development, modification and implementation of HR processes designed to achieve a greater employee effectiveness and engagement and the attainment of SNA/VA’s strategic and operational short and long term plans. Processes include:
Learning and Development. Ensure the organization’s training and development activities, especially leadership development, are planned and executed to meet current and future organization and people needs. Partner with Sales Management to ensure sales training is done effectively.
Recruitment, Selection and On Boarding
Create metrics and reporting concerning human capital related information relative to business initiatives and performance including turnover and retention, promotions, learning and employee engagement.
Coach the executives and managers to successfully implement HR strategy, processes and procedures.
Influence and provide advice to peers and leaders across the organization on people strategies utilizing a keen understanding of the employee experience including key motivation and engagement levers.
Talent and Succession Planning. Lead the planning and implementation of talent and succession management programs with the Executive Team to build a pipeline of high potentials and future leaders
Health and Safety and Wellness
Organizational design and workforce planning
Rewards – Compensation, Benefits and Recognition
HRIS, Benefits Administration
Policy and legislation compliance
Labour Relations, Grievance Administration and Union Negotiation
LOCATION: Markham, Ontario
University Degree in Business or Human Resources Management
Certified Human Resources Professional (CHRP, CHRL or CHRE)
10 years of progressive HR Generalist experience
5 years of proven success at the executive level of a growing company as a HR leader team including providing coaching, guidance and advice to the President
Demonstrated business acumen, pragmatism and the ability to translate business needs into strategy and actions.
Thought leader and contemporary thinker, with ability to articulate ideas and opportunities to achieve new solutions and desired outcomes.
Track record in developing line management through coaching and actionable development plans
Success at delivering results on both strategic and tactical objectives in a collaborative environment
Capacity to communicate with all levels of employees, influence outcomes and establish credibility in both a union and non union environment.
Strong leadership skills and business presence with the ability to partner with and counsel the Executive Team.
Ability to effectively manage projects with excellent communication and presentation skills.
Results driven, self-motivated and detail oriented with ability to multi-task and prioritize while having the ability to create consensus and work cooperatively with all Executives.
Advanced knowledge of Canadian and US employment law and HR related legislation.
Excellent organizational and time management skills with the ability to effectively manage and reconcile multiple and competing priorities.
Experience leading all HR functions and demonstrated technical depth in all areas of human resources management.
Experience in leading the HR integration in an acquisition and launching HR policies in a new venture is an asset.