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Reporting to the Chief People Officer (CPO), the Senior Director People and Culture (P&C) Business Partner Operations is a key contributor to the Organigram overall people and culture strategy. In this role, he/she contributes to the operations growth and performance strategy, challenging and refining the strategy through the lens of organization effectiveness/talent/engagement/culture and leveraging relevant people/culture data analytics. He/she translates the business strategy to a set of ambitious people priorities for each operating site and, leading a team of Business Partners and Generalists, integrating these priorities with the People strategy, and aligning to “One Organigram Culture”. He/She serves as an influential strategic advisor to the SVP Operations and key leadership on a broad range of organizational and talent related opportunities.
In this role, he/she is accountable for providing recommendations to and collaborating with the Communities of Expertise (COE) and the CPO on key talent programs including talent management, succession planning and resource planning and supporting other business-driven talent deliverables. He/she leads a team of P&C business partners and generalists across all facilities to execute critical.
At times, he/she may lead strategic projects as well as supporting the COE with input and resources to support critical P&C priorities across the broader business.
Key Responsibilities:
- Act as a trusted advisor, thoughtful sounding board, and partner to the business for the operations leadership team as the expert on people and organizational issues;
- Leads annual P&C processes, including performance, succession and merit, with their business partners, ensuring high-potential talent at all levels are identified and developed to meet current and future needs;
- With a broad view of the operations strategy, supports leadership in the development of effective and strategic work force plans;
- Collaborates and partners with the HR leadership to develop and implement new and innovative solutions to help drive key people - and culture-focused initiatives, including talent acquisition, compensation, performance management, career development, and succession planning;
- Builds strong relationships throughout the organization to identify issues and provide effective solutions and advice when opportunities to improve are identified;
- Serve as an advisor and coach to operations leaders, around career development and performance improvement;
- Manage and resolve complex employee and employee relations issues and conduct effective, thorough, and objective investigations, as needed;
- Support and coach own team, providing development and increasing the collective capability of HR to support the organization’s people plan;
- Provide expertise on laws, regulations, and best practices in employment law, human resources, and talent management;
- Leads the strategy to support HR-related M&A integration/combination activities for operations.
Education, Training, and Experience
- A minimum of 10-15 years HR management experience in a generalist role or centre of excellence role with a minimum of 3 at a director or above leadership level;
- Experience in CPG is an asset as is experience from multi-site organization with a large front-line work force and a progressive and high-performing culture;
- Undergraduate or post-graduate degree or college diploma in related field (i.e., Human Resources Management, Business Management).
Skills and Competencies
- Strong relationship building with a proven track record of internal and external relationship-building, influencing and cross-functional partnership skills to drive stakeholder buy-in and sponsorship for talent program/practice strategies;
- Strong communication skills (written and oral) with an ability to take concepts and express them concisely and effectively for all levels across the organization;
- Strong HR/OD/Change expertise which is always delivered with a practical approach;
- Results orientation with a proven track record of meeting deliverables in an ambiguous, fast-paced and constantly evolving environment;
- Business focused and accomplished in identifying business needs, opportunities, talent solutions and recommendations.
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