Human Resources Director

Organization Background

Holland Christian Homes (HCH) is a not-for-profit, faith-based seniors organization providing an integrated continuum of housing and care on a single campus in Ontario. Guided by Christian principles, HCH is committed to providing a professional, supportive, and safe environment where fully qualified staff deliver person-centred care that upholds each individual’s rights, dignity, identity, privacy, choice, independence, and overall quality of life. We believe that individuals requiring our services have the right to a lifestyle that adequately meets their physical, psychological, emotional, social, cultural, and spiritual needs.

Holland Christian Homes consists of six Independent/Assisted Living apartment towers, as well as Faith Manor and Grace Manor, which are private, non-profit Christian Long-Term Care facilities situated in the City of Brampton. HCH is a growing, dynamic, innovative organization that provides a full continuum of care in a Christian atmosphere.

Reports To

This role reports to the CEO and is a member of the Senior Leadership Team.

This is a replacement position.

Purpose of the Position

The Director of HR guides and manages the overall provision of labour relations at HCH, development of policies and procedures, and HR programs for the entire organization. The primary purpose of this role is to develop an organizational culture that emphasizes quality, continuous improvement, and high performance. The Director of HR promotes and implements human resources values in alignment with HCH’s mission, vision, and values by planning and managing labour relations programs.

The major areas of HR functions include:

• Recruitment and Staffing
• Training, Professional Development, Orientation and Onboarding
• Performance Management / Employee Code of Conduct
• Organization Development
• Policy and Protocol Development
• Employee and Labour Relations (Collective Bargaining)
• Group Benefits and Compensation
• Employee Health, Wellness and Safety Programs
• AODA

Major Duties and Responsibilities

Development of the HR Department

• Oversees the implementation of HR programs and supervises HR staff to improve the quality of the HR department.
• Ensures all processes comply with relevant legislation, standards, and regulations. Ensures Education, Training, and Development programs align with legislative requirements.
• Reviews, revises, and develops the employee handbook and Employee Code of Conduct for union and non-union staff.
• Identifies opportunities for improvement and resolves discrepancies.
• Develops, implements, communicates, and enforces all labour relations policies and procedures. Updates policies as required and keeps management informed of changes.
• Establishes departmental measurements that support organizational strategic goals.
• Directs the preparation and maintenance of reports necessary for departmental functions, including CQI, absenteeism, WSIB, Health and Safety, etc.
• Participates in meetings such as senior leadership, department heads, social and wellness, health and safety, infection control, etc. Leads HR meetings including grievance meetings, employee relations meetings, investigations, and disciplinary meetings.
• Supports staff with concerns and provides resolution support for HR and labour issues.
• Handles union matters, HR investigations, WSIB, and attendance management.
• Updates and reviews the Annual Staffing Plan and recruitment with appropriate parties as required by legislation.
• Works closely with the union to resolve issues.
• Ensures all Health and Safety Programs comply with the OH&S Act.
• Leads HR CARF activities.
• Implements HR strategies by establishing departmental accountabilities including staffing, employment processing, health and safety, training and development, performance management, succession planning, retention strategies, labour and employee relations, etc.
• Makes daily decisions and solves problems as issues arise.
• Supports department heads by providing HR advice, counsel, and decisions.

Training, Development, Orientation and Onboarding

• Defines and reviews HR training programs and develops core competencies training.
• Develops onboarding processes, new employee orientation, management development, and professional development aligned with performance management tools.
• Leads implementation of the performance management system, including development plans.
• Works with the union to use training funds effectively.
• Partners with external experts for staff development.

Recruitment and Staffing

• Establishes and develops standard recruitment and hiring practices, including bias-free policies.
• Develops recruitment strategies and policies compliant with ESA, Human Rights Code, and other legislation.
• Ensures integrity and quality of the hiring process.
• Works with the Nursing department to review and reduce agency staff usage where possible.
• Partners with external stakeholders for recruitment strategies.

Employee and Labour Relations

• Develops strategies to enhance positive employee relations and workplace culture.
• Promotes high employee morale and motivation.
• Reviews employee complaints to ensure fair investigations.
• Advises supervisors on progressive discipline processes.
• Monitors performance improvement plans.
• Develops prevention strategies for improving the grievance process.
• Reviews and approves recommendations for terminations.
• Works positively with the union regarding grievances and settlements.
• Actively leads and participates in collective bargaining.

Health and Safety, Workplace Accommodation and Attendance Management

• Leads implementation of health and safety programs and monitors OH&S data.
• Responds to workplace incidents and ensures appropriate action.
• Trains managers and supervisors in RTW policies and procedures.
• Develops and manages the attendance management program.
• Tracks workplace and non-work-related injuries and absences.
• Develops absenteeism strategies and enhances communication between supervisors and staff.
• Monitors WSIB claims and develops RTW/modified duties plans.
• Monitors employees on non-work-related injuries and disability leaves.
• Works with disability management specialists and WSIB RTW specialists.
• Leads JOHSC meetings and ensures compliance with legislative requirements.

Organizational Development

• Designs succession plans, retention strategies, and change management policies.
• Directs organizational planning including structure and job evaluation.
• Monitors organizational culture to support mission, vision, and employee satisfaction.
• Ensures annual sign-off of the Employee Code of Conduct.
• Keeps the CEO and senior leadership informed of significant HR issues.
• Completes annual goals and maintains quarterly ERM stats.

Legislation, Regulations and Standards

• Ensures compliance with OH&S Act, Fixing Long-Term Care Act, Employment Standards, CARF, Human Rights Code, Psychological Health and Safety Act, AODA, etc.
• Prepares documentation for arbitration, grievances, and legal consultation.
• Protects the interests of employees and the organization in accordance with HR policies.
• Reviews and develops the AODA plan with senior leaders.

Qualifications

• Master’s degree or minimum Bachelor’s degree in Human Resources or Business Administration.
• Certified HR Leader (CHRL) designation.
• Minimum 10 years of progressive HR leadership experience.
• Knowledge of legislation, organizational planning, health and safety, training, program development, and labour relations.
• Experience with collective agreements, bargaining, and labour issues.
• Proficiency with office technology and software.
• Exceptional customer service and person-centred approach.
• Strong interpersonal and networking skills.
• Proven integrity, honesty, and authenticity.
• Ability to build partnerships and collaborate effectively.
• Current Vulnerable Sector Screening.
• Experience leading large, multidisciplinary, multi-service operations, preferably unionized.
• Strong communication, collaboration, and leadership skills.
• Ability to lead within a values-based, faith-informed organization aligned with HCH’s Christian mission.

How to Apply

Interested and qualified applicants should forward a résumé and cover letter in Word or PDF format (as one document).

Holland Christian Homes welcomes diversity in the workplace and encourages applications from all qualified individuals. We are committed to accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). If you require accommodation during any stage of the recruitment process, please inform Human Resources.

Kindly be advised that our recruitment process does not involve the use of Artificial Intelligence.

Disclaimer: In keeping with Long-Term Care reform, best practices, funding, and direction, this position may later require knowledge, skills, abilities, and working conditions not noted here.

Tagged as: Human Resources