SDI Marketing

Vice President, People (BB-A7CEC)

Found in: Neuvoo CA

Description:

POSITION: Vice President, People

LOCATION: Toronto, ON (100% Remote for the time being)

REPORTING TO: General Manager 

CATEGORY: Shared Services

SDI Marketing delivers services designed to help solve our clients’ toughest business issues. Our unique combination of products and services include: sports marketing, experiential marketing, direct to consumer sales, brand awareness, loyalty programs, and tech/digital solutons. SDI is recognized as one of the largest sources of integrated marketing solutions services in North America.

SDI’s Employee Value Proposition
For people who believe they can do the impossible, SDI offers a place to grow as a whole person. Your dream is as important as ours and together we make them all come true. It is our vision to be the agency of the future, have loads of fun and make some lifelong friends along the way.

SDI’s Purpose
We believe the world needs more human. We exist to release human potential, one experience at a time. SDI is committed to ensuring that its internal policies, practices, and systems are free of barriers, emphasize the value of diversity, and promote full participation to ensure dignity, respect, and equal access for all employees. 

PROFILE
You are a business minded, strategically grounded, and detail oriented people-centric HR Professional who proactively demonstrates the ability to “get work done!” . You are a collaborative leader; one who posseses strong communication skills and has the ability to build effective working relationships with all levels of a company. Focused on delivery, you work well under pressure, and consistently deliver on your promises! This is your opportunity to come in and make an impact.

PURPOSE
The VP of People will lead the HR Centre of Excellence, our “people team” that provides both strategic and operational support to our Enterprise Leadership Team (ELT), Business Units (BU’s) and Partnered Solutions teams. Key areas of focus include; strategic / operational planning, employment relations, compensation, benefits, recruitment, and learning and development. This position reports to the General Manager.

RESPONSIBILITIES

LEADERSHIP:

  • “Be the cheerleader for all employees” , ensuring the organization’s on-going focus to fulfilling SDI’s Purpose and Values
  • Develop and deliver People strategic plan in support of the Enterprise and Business Unit plans
  • Design, direct and manage a company-wide process of organization development that addresses: our diversity strategy, , superior workforce development, key employee retention, organization design, and .
  • “Out of the box” solution champion – broadminded in support of company achieving goals
  • Establish a People Centre of Excellence which integrates HR services, Learning and Development, and Operations
  • Works with Learning and Development leader to set the L&D portion of the People Strategy, champions through to ELT approval, and employee deployment
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
  • Champions a work environment that reflects the organization’s desired culture, creates a place of engaged employees and is recognized as an agency employees seek to join, learn and grow.
  • Create and enforce programs and practices to eliminate barriers to employment for people who are usually underrepresented in Canada’s workforce – Aboriginal people, people with disabilities, racialized persons, and women.
  • Develop performance metrics for HR team in support of internal and external client delivery
  • Oversee all corporate HR functions and initiatives including but not limited to: corporate onboarding and employee relations, compensation, benefits, strategic staffing plans.
  • Partner with Clients to provide outsourced Employee solutions involving payroll, expenses and employee management.
  • Engage and collaborate with Executive Leadership Team to ensure the development of internal strategies.
  • Own HR related budgets – creation, forecasts and day-day management
  • Serve as the “early warning” system for the ELT in regards to potential problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
  • Serve as the subject matter expert and provide guidance to the ELT with the interpretation of HR policies and procedures and their connection to the business.
  • Lead the ongoing development of HR systems and processes through utilization of the Ceridian Dayforce system
  • MANAGEMENT:

  • Proven track record of running a people centered, button down department inclusive of setting strategies, plans, policies, systems and procedures.
  • Elevate the delivery standards of HR by integrating established best practices and developing strong working relationships with all employees
  • Client focused mindset which plays out through your commitment to enhancing day to day operations of client payroll and personnel solutions
  • Act as a key point of contact for managers and employees on all employee relations issues, including coaching on performance management issues.
  • Assess and support the resolution of escalated employee relations matters (e.g. dismissal, performance improvement, progressive discipline, leave management, workplace investigations and compensation)
  • Represent SDI, as required, offsite at any ESA, Human Rights, and/or common-law related investigations.
  • Review and approve all HR related policies on an annual basis
  • Manage employee communication and feedback through such avenues as company meetings, suggestion programs, , newsletters, employee focus groups, one-on-one meetings, and Intranet use.
  • Oversee Learning & Development initiatives
  • Establish the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. Develop competency measurements. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  • Oversee the overall benefits and compensation programs and other Human Resources programs.
  • Manage and coach a team of HR Professionals which include a Director of Learning & Development, an HR manager, an HR Generalist, and an HR Coordinator.
  • SKILLS

  • Broad knowledge and experience in , compensation, organizational planning, organization development, employee relations, safety, and learning and development.
  • Multi-provincial employment practice and legislative compliance expert (ESA, AODA, Human Rights, etc.)
  • Strong working knowledge of foundational employment laws and practices – both in Canada in the USA
  • Proven ability to gain trust and credibility with all levels of the organization
  • Experience in Learning and Development, ideally in both a strategic and execution capacity
  • Excellent communication, presentation, interpersonal, leadership and coaching skills
  • Strong problem solving and decision making skills
  • Excellent organizational skills.
  • Ability to work with all levels of employees and management within the company 
  • Strategically minded, results oriented, task driven – a leader who takes pride in achieving / exceeding client expectations.
  • Computer savy - strong working knowledge of Microsoft Office – Word, Excel, PowerPoint, Outlook
  • QUALIFICATIONS/EDUCATION/EXPERIENCE

  • University degree or College diploma in Business or Human Resources Management
  • CHRL/CHRE Designation
  • Ten plus years of progressive leadership experience in business and Human Resources positions.
  • Previous exposure to HRMS systems, ideally Ceridian Dayforce and Salesforce (definite asset)
  • Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, learning & development, and preventive labor relations, preferred.
  • SDImktg is committed to equity in its policies, practices, and programs, supports diversity in its teaching, learning and work environments, and ensures that applications for members of underrepresented groups are sincerely considered under its employment equity policy. All qualified individuals who would contribute to the further diversification of the SDI community are encouraged to apply.

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