Vice President, People & Culture

Vice President, People & Culture

Reporting to the CEO, and as a key member of DUCA’s Executive Leadership Team, the Vice President, People & Culture is responsible for developing and leading the implementation of a human resources strategy and key programs that support the achievement of DUCA’s business strategies and goals. Guided by DUCA’s Vision/Mission and Values, the VP, People & Culture will drive the delivery of an employee experience that enables DUCA to attract and retain the talent necessary to deliver an exceptional Member intimate experience.

Key Duties and Responsibilities

Strategic Business Performance Consulting

• Be an active participant of the Executive Leadership Team providing input to the development and implementation of DUCA’s overall business strategy and tactical plans.
• Develop a People and Culture strategy that enables the business strategy.
• Provide strategic advice to the Executive Leadership Team to ensure the employee impact of all business decisions is understood and factored into decision-making.

Employee Engagement

• Drive the building and maintaining of an organizational culture that optimizes employee engagement and harnesses positive energy for our purpose of helping people do more, be more, and achieve more.
• On an annual basis, facilitate the employee engagement survey process ensuring results are analyzed, broadly communicated, and appropriate action plans are developed and implemented by the Executive Leadership Team.
• Develop and implement an employee communication strategy that results in employees understanding DUCA’s Vision/Mission and Values, the “why,” “what,” and “hows” of the business strategy and initiatives, and how their role contributes to their delivery.
• Support the Executive Leadership Team in adopting “employee engagement” as a process for leveraging the knowledge, skills, and perspectives of employees throughout the organization in projects, initiatives, and decision-making related to enhancing both the Member and Employee experiences.
• Develop and implement a social media based Reward & Recognition program that engages managers and employees in recognizing and rewarding DUCA Values based behaviour and results.

 Performance Culture

• Drive the creation and maintenance of a high performance culture focused on accountability, performance, and transparency by providing managers of people with the tools, processes, and training required to support the performance management cycle.
• Lead the year-end performance assessment process including calibration of ratings across business functions and translation of performance ratings into personal performance multipliers used in employee bonus calculations
• Oversee all aspects of the design, delivery, and regular review of the Total Rewards Program ensuring alignment with DUCA’s pay-for-performance compensation philosophy, market competitiveness, and a positive employee experience. This work includes the framework and programs related to:
• Job evaluation, job grades, and salary ranges
• Short-term incentive program
• Pension plan
• Group Benefits
• Reward and Recognition Program

Talent Management

• Develop and implement a talent acquisition strategy and employment brand that attracts high quality candidates, creates a large candidate pool, and develops a strong talent pipeline.
• Lead the development and implementation of a new employee onboarding and orientation program and role specific new hire training to reduce time to productivity, reduce voluntary and involuntary attrition in the first year of employment, and enhance the new employee experience.
• Develop and implement a comprehensive learning and development strategy to drive business results and support employees in their professional growth and development.
• Develop and implement leadership and management development strategies/programs that supports the development of the full range of skills and behaviours needed.
• Develop and implement a talent identification and succession planning strategy ensuring employees receive the development necessary to reach their full leadership potential and DUCA is able to fill key leadership positions in the future.
• Support managers through performance and other employee relations issues in a manner that is consistent with DUCA’s values, considers the cultural and business implications of actions, and minimizes legal and reputational risk to DUCA.

 HR Functional Leadership

• Oversee all day-to-day human resources activities related to delivering a full service HR function including payroll, pension and benefits administration, learning & development, health & safety, vendor relationship management, etc.
• Leverage technology, including manager and employee self-service functionality, to:
  • deliver HR services efficiently, error-free, and in a manner that supports future growth
  • provides managers with the information they need to manage their teams, and maximizes capacity in the function to focus on more strategic work
  • provides employees with access to information and tools they need to manage their relationship with DUCA and enables them to fully leverage all elements of the employee offer
  • produce human resources related management information that identifies workforce trends that could be a barrier to achieving business results
• Ensure DUCA’s people policies, practices, and processes are compliant with all relevant legislation and regulatory requirements and are aligned to DUCA’s values/culture.
• Hire, train, coach, and develop a team of People and Culture professionals who are highly engaged, service-oriented, and play a key leadership role in working with managers and employees at all levels in the organization in a way that drives the business strategy forward.

Minimum Skills and Qualifications

• Minimum of 15 years’ human resources experience with subject matter expertise in leadership and management development, learning and development (including competency modeling), organizational development, change management, talent management, total rewards, employee relations, and recruitment
• Minimum 5 years’ experience in a senior leadership position with proven strategy development and people management experience
• Undergraduate degree in Human Resources, Business, or a related field
• CHRL designation or equivalent experience
• Experience in financial services an asset
• Solid understanding of all employment related legislation governing employers in Ontario
• Solid understanding of HR related applications (HRIS, Payroll, Talent Management, Learning Management) with experience in leveraging technology to enable an organization’s human resources strategy
• Proven success in the development and delivery of complex HR programs, strategies, and processes
• Project Management experience
• Experience developing, implementing and analyzing surveys
• Exceptional interpersonal, communication, presentation, and facilitation skills
• Strong business acumen with excellent negotiation, influencing, and consulting skills

DUCA welcomes and encourages applications from people with disabilities. Accommodations will be made upon request for all aspects of the hiring and selection process.

Qualified applicants are encouraged to submit both their resume and coverletter. We thank all applicants but only those considered for an interview will be contacted.