Our goal is to make the Manufacturing Industry a safer place to work by creating a culture of safety that brings every worker safely returns home to his/her family every night. The Manufacturing Safety Alliance of BC (“the Alliance”) was established to reduce injuries in the industry. We serve a demographic of over 2500 manufacturers in BC and employ a professional team of specialists to support our members. We deliver a range of occupational health & safety advisory services, resources, training, and provide the Occupational Safety Standard Program for the Manufacturing industry. We are a not-for-profit industry organization passionate about what we do and how we impact people every day.
The Director of People and Culture supports the strategic direction for the Human Resources portfolio including the services, policies, and programs for the Alliance while creating a strong internal culture and overseeing the health, safety and wellness programs for the team. Reporting to the CEO, the position is a member of the Executive and sets the agenda for human resources, determining services, policies and programs for the company. The role oversees HR operations and administration across the organization including performance management, staff development and succession planning, recruiting, policy and compliance to legislation while leading change management strategies to support organizational growth. Being an OSSE certified company with a recognized health & safety management system, is also responsible for ensuring we are meeting and exceeding health & safety practices for our staff while building a strong organizational culture using mentorship and coaching practices in combination with other leading strategies.
Key Accountabilities for the Director of People and Culture Role
As an Executive Team Member, contributes to the achievement of the organization’s mandate by providing advice and guidance on all issues affecting human resources management to the Executive Team and management.
Human Resource Management
- Maintain knowledge on national/regional HR trends, legislative and compliance requirements, and industry best practices. Assist Executive management with HR planning through review of workforce demographics and labor market analysis including professional level profiles to support the organization;
- Developing and maintaining an employee-oriented culture that emphasizes the core values including quality, continuous improvement, and high performance;
- Developing and executing a Culture Program led by research including evaluation and continuous improvement processes for both internal implementation and external delivery;
- Identify human resource focused strategies that support the organization’s objectives and assist management with their role in implementing change;
- Partnering with management to understand the long-term organizational objectives, identify areas of opportunity and implement Human Resource interventions needed to meet the short and longer-term growth strategies;
- Participate in budget process including forecasting and organizational growth targets;
- Designing, developing and executing best-practice initiatives for human resources policies and programs, including succession and career planning, performance appraisals, recruitment, on-boarding and employee retention;
- Lead change agent on strategy, training and execution to build awareness of new human resources processes and facilitating successful process, behavior and cultural change;
- Supervising the development and maintenance of actionable, proactive metrics that drive forecasting capabilities and strategic insights;
- Oversee the effective management of the health & safety management system certification program (Occupational Safety Standard of Excellence);
- Overseeing and providing strong mentorship to the management and team through effective training, coaching and team building;
- Managing the day-to-day operations of the department ensuring security and accuracy of employee records, consistency of practice and maintenance of optimum service levels;
- Ensuring effective benefit and compensation policies, practices and systems are in place and managed;
- Chairing or co-chairing Committees as required to support the organization;
- Lead and drive organizational design, compensation and benefits, succession planning, talent development and employee relations
Educational, Skills and Experience
- Established professional credibility supported by a degree or graduate degree from an accredited post-secondary institution in human resources, organizational development or a related area of study and a CPHR designation, top tiered MBA; or an equivalent combination of education and experience;
- Seven to ten years of human resources experience, comprised of progressively responsible management of all aspects of team member relations and development, including but not limited to: compensation planning, change management, organizational development, succession planning, staffing and recruitment, coaching/mentoring, performance management, training, employee health, safety, wellness and disability management;
- Excellent verbal and written communication skills and ability to build relationships and influence all organizational levels;
- Experience in managing change and developing effective approaches to enhancing and improving organizational culture/climate;
- Experience in conducting needs analysis for new HR policies and programs, presenting recommendations to the executive team that meet corporate culture, goals and objectives, and implementing them effectively programs;
- Success as a people manager and mentor with a high emotional intelligence competent in motivating peers and influencing all levels through effective leadership. Encourages and accepts constructive feedback and actions accordingly;
- Self-directs and works independently with minimal supervision and demonstrates flexibility and capability to perform well in ambiguous situations;
- Takes initiative beyond the established scope of responsibilities, prioritizes process improvement and generates accurate and on-time work-product;
- Superior self-organization skills with reference to day-to-day operational responsibilities and assignments;
- Solid project management and presentation skills, including experience with developing, leading, implementing and evaluating the effectiveness of HR projects and procedures;
- Superior written, presentation and oral communication skills; and
- Demonstrated ability to model appropriate professional, ethical and collaborative behaviors consistent with the responsibilities of this position.
- Communications Skills - Possesses strong communication skills, both verbal, and written and expresses thoughts in an organized, concise manner. Actively listens to the issues of others in a manner that elicits cooperation and support. Develops and delivers effective presentations at all levels including the Board level. Has the ability to present information and ideas to diverse business groups.
- Influential and Collaborative – Strong ability to build trust providing an honest, open, and consistent approach to working with others toward organizational strategic objectives and possesses strong relationship and interpersonal skills, including the ability to build relationships and develop and maintain partnerships.
- Human Resource Knowledge – Continuously seeks to stay current and be at the leading edge in his/her field and is committed to continuous learning; one that is self‐motivated and self‐directed, being able to work independently with a sense of urgency to task completion.
- Employee Centric – Anticipates, responds, and attends to the needs of employees and other internal and external clients of the department and organization.
- Organizationally Astute – Is diplomatic and tactful; non-confrontational; recognizes internal and external sensitivities; has an intuitive ability to read the political implications of recommendations and actions; uses sound judgment.
- Innovative & Entrepreneurial Approach - Seeks out possibilities, develops new ideas, and effectively moves them forward. Is creative, innovative and takes advantage of opportunities, while recognizing the necessity of working with limited resources and in alignment with the strategic direction of the organization.
- Energetic & Adaptable – Is prepared to take on longer-term initiatives and does so with enthusiasm; ability to adapt to new and changing situations; able to alter course/direction when necessary; enjoys and embraces new challenges. Flexible; able to deal with stress.
At the Manufacturing Safety Alliance of BC, you will work in a fast-paced environment and make an impact to the lives of people in our province. Building a culture with people that define the values we believe in are important criteria for the successful candidate. Working with a motivated, inspired team to deliver on a vision that is already defining the future of occupational health and safety, provides a competitive remuneration and benefit package that includes professional development.