Director, People And Culture, Bc

Overview Paladin Security: Making the World a Safer and Friendlier Place! We believe in promoting from within, respecting people and their differences, providing high quality service and always having fun! If you think you have what it takes to join our team, we want to meet you!

Scope

Job Skills / Requirements

Within the context of the organization's Human Resources strategy, the primary purpose of this position is to manage and deliver a full range of both operational and strategic HR services to internal groups and to facilitate maximum engagement in the day-to-day management of our four People and Culture Teams across British Columbia (Lower Mainland, Vancouver Island, Interior and Northern). Our People & Culture leaders must have the ability to communicate and partner with both operational managers and senior leaders in order to support them in meeting company goals and objectives.

The candidate will be responsible for analyzing business trends in staff planning, developing job descriptions, organizing hiring campaigns with internal and external marketing support, assessing current employee skills and organizational succession planning, tracking HR metrics, promoting Paladin's Culture of CARE (Curiosity, Accountability, Respect and Excellence), as well as fostering employee engagement and overall job enrichment.

The Director of People and Culture will report directly to the national Executive Vice President of People & Culture to help build and drive the HR strategy, in addition to working closely with the regional Executive Vice President of Operations.

Duties & Responsibilities

• Other duties and projects as requested.
• Works within the context of the National policy framework to develop, implement, administer, and evaluate human resources policies in light of applicable provincial legislation to meet operational needs.
• Ensure company policies are communicated, applied, and enforced.
• Manage and coordinate employee culture training, leadership development and succession planning to enhance competitive ability. Ensure that managers and employees have or are able to acquire the skills, knowledge and competencies to fulfill the office's current and future needs.
• Implement, in collaboration with the organizational leaders and within the context of the National framework, the professional development strategy for the region.
• Ensure consistent application of human resources policies, directives and procedures aligned with National directives.
• Review, manage, monitor and make improvements to the performance review process.
• Leading in all escalated employee relations matters, including workplace investigations, maintaining records, and representing the organization externally where required.
• Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are in compliance.
• Act as a business partner with operations by advising management in appropriate resolution of employee relations issues and safeguard that all employee needs are being looked after.
• Manage the promotion process in alignment with National office procedures.
• Ensure staffing levels are at appropriate levels based on business needs and build a strategy to plan for transitions, promotions, retirements, and resignations by assessing succession planning maintained by a team of HR Managers.
• Maintain and foster an open-door policy.
• Respond to inquiries regarding policies, procedures, and programs.
• Ensure that new employee orientation is conducted in a way that fosters a positive corporate culture toward company goals.
• Write directives advising department managers of company applicable HR policies and procedures.
• Coordinate management training in interviewing, hiring, terminations, promotions, performance reviews, safety, and sexual harassment.
• Provide oversight of the full cycle of recruitment, including Orientation and Training & Development Programs for both experienced and entry level staff.
• Oversee the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
• Work in collaboration with Administrators, Finance and Accounting with regards to workforce planning and long-term office business planning.
• Design and implement talent acquisition processes that are in line with our hiring process. Ensure that recruitment, onboarding, and workforce planning practices meet operational needs and are consistent across the region.
• Ensure that compensation programs are competitive with regards to market comparisons. Review annually and make budgetary recommendations.
• Collaborate with the leadership team to ensure successful implementation of HR Metrics is achieved according to individual branch needs and goals.

Note: Travel to People & Culture Departments throughout BC Branches (Kamloops, Kelowna, Prince George, and Victoria) is required at least once per year.

Knowledge, Skills & Abilities

Education and Experience:

• Human Resources experience in the security or a related industry would be an asset.
• Minimum of 5 or more years' progressive experience in a full cycle Human Resources, including a minimum of 2 or more years' managerial experience.
• CPHR designation and active member of CPHR would be an asset.
• Completion of a bachelor's degree in human resources, business administration, or equivalent.

Functional Skill And Ability Requirements

• Results driven with a desire to work in a fast-paced environment; equally adept at providing leadership as well as working side by side with the team while delivering on multiple concurrent initiatives that have significant financial impact.
• Demonstrated ability to make decisions, implement change, and assess the impact on office and/or field staff.
• Strong organizational and time management skills.
• Strong leadership skills, with the ability to manage HR personnel remotely across a region.
• Able to work effectively under pressure and deadlines.
• Strong project management skills to lead projects and create employee buy-in.
• Proficiency in Microsoft Office 365 Applications.
• Excellent customer service and superior attention to detail.
• The proven ability to embrace change and adversity in a rapidly growing and changing environment; previous experience in managing and driving change efforts is preferred.
• Highly practiced at exercising discretion and confidentiality.
• Outstanding strategic thinking and analytical skills; demonstrated ability to work in a fast-paced environment while being innovative and thinking outside the box.

Knowledgeable And Proficient In

• Training and Culture Development, and succession planning practices.
• HR theories and practices related to Talent Acquisition, Training & Development, and Employee Care.
• Strategic employee engagement and retention techniques.
• Understanding workforce planning and forecasting needs.
• Provincial Employment Law and current legislation related to employment practices in BC.
• Strategic Talent Acquisition techniques.

Additional Information / Benefits

We thank all applicants for their interest; however, only those applicants that are short listed will be contacted for an interview.

Benefits: Medical Insurance, Life Insurance, Dental Insurance, Paid Vacation, Paid Sick Days, Paid Holidays, Long Term Disability, Educational Assistance