Director of Human Resources

 Director of Human Resources

We are inspired by our vision - if we change the health of children, we will change the health of Canada. We’re on a journey to raise philanthropic support for paediatric hospitals in Canada so they can provide critical care and services that accelerate recoveries, shorten hospital stays and get kids back to living the childhoods they deserve.

THE OPPORTUNITY

Canada’s Children’s Hospital Foundations (CCHF) is seeking a Director of Human Resources to join their team.  Reporting to the Vice President, Finance, People and Operations, this is a newly-created role that will be responsible for planning and leading all human resources activities to enhance the employee experience and enable the business objectives through a values-based culture of engaged, high performing team members.

The Director of Human resources will provide strategic leadership to the Senior Leadership Team, and to all levels of the organization. Working closely with the Human Resources Coordinator, the Director will provide human resources tools, support, and guidance in areas including talent acquisition, onboarding, employee engagement, training & development, employee relations, performance management, organizational design & effectiveness, total rewards, policy development & compliance, health & safety and payroll.

This is an exciting opportunity to be in a role that is focused on building and growing employee engagement and a high-performance culture in an organization that has enormous impact across the country and huge potential for continued growth. 

Currently CCHF is a hybrid work environment, with employees transitioning to working 2-3 days per week at our Toronto office. The salary range for this position is $120,000 to $140,000 per year plus a competitive suite of benefits.

CANADA’S CHILDREN’S HOSPITAL FOUNDATIONS

Canada’s Children’s Hospital Foundations (CCHF), established in 2017, is a not-for-profit organization that exclusively raises funds through national partnerships in support of children’s hospital foundations in Canada.

Together, our 13 Member Foundations are the largest non-government funders of children’s health in Canada. Additionally, CCHF raises more than $50 million annually through national Corporate Partnerships, donors, and other initiatives across the country. All funds raised nationally, are disbursed back to the children’s hospital foundations serving the local area where they were raised.

Headquartered in Toronto, CCHF has a Board of Directors, an Audit & Finance Committee, and a Governance & Nomination Committee – all representing the various regions of Canada. CCHF has a staff of approximately 25 employees, with significant additional staff resources dedicated by the Member children’s hospital foundations across the country. CCHF has an annual operating budget of over $5 million, comprised of membership fees paid by the Children’s Hospital Foundations and supplemented by corporate sponsorship and underwriting of CCHF awareness and fundraising properties.

We know that developing larger, more strategic partnerships is key to significantly expanding fundraising for and impact on children's health in Canada. We’re changing the health of children, so we can change the health of Canada.

CCHF HOSPITAL PARTNERS WHERE IMPACT IS DELIVERED

CCHF’s founding members are Canada’s 13 Children’s Hospital Foundations:

• Janeway Children’s Hospital Foundation, St. John’s, NL
• IWK Foundation, Halifax, NS
• CHU Sainte-Justine Foundation, Montreal, QC
• The Montreal Children’s Hospital Foundation, Montreal, QC
• CHEO Foundation, Ottawa, ON
• SickKids Foundation, Toronto, ON
• McMaster Children’s Hospital Foundation, Hamilton, ON
• Children’s Health Foundation, London, ON
• The Children’s Hospital Foundation of Manitoba, Winnipeg, MB
• Jim Pattison Children’s Hospital Foundation, Saskatoon, SK
• Stollery Children’s Hospital Foundation, Edmonton, AB
• Alberta Children’s Hospital Foundation, Calgary, AB
• BC Children’s Hospital Foundation, Vancouver, BC

OUR STRATEGIC CORPORATE PARTNERS

CCHF works with some of the largest companies in Canada. Many have been proud supporters of children’s hospital foundations in Canada for close to 40 years, through the Children’s Miracle Network (CMN). The CMN success model was largely through employee engagement in retail settings.

In 2017, CCHF was created as a new not-for-profit organization which assumed the responsibility for CMN campaigns in Canada, while developing other new national opportunities that differ from the CMN model. It was at that time that CCHF also began shifting its focus to larger, more strategic partnerships while working closely with our large retail partners to evolve with the quickly changing retail landscape.

Each of our Corporate Partners is highly engaged in the cause and is aligned to the strategic plan. Many of these companies are now operating with an Environmental Social Governance (ESG) framework as the next generation of corporate citizenship and see their partnership with CCHF and the Children’s Hospital Foundations as core to their business, engaging their employees, building trust, and driving social value.

ABOUT CHILDREN’S MIRACLE NETWORK

Children’s Miracle Network (CMN) raises funds and awareness for 170 member hospitals across North America, 13 of which are in Canada. All contributions raised by companies and their employees in communities across Canada go back to each member foundation to fund critical treatments and healthcare services, pediatric medical equipment, and research. Its various fundraising partners and programs support the non-profits’ mission to do what is right for kids so they will have the healthiest most fulfilling childhood possible.

Each day, over 4,900 children will receive medical treatment for various diseases, sicknesses, and injuries at member hospitals across Canada. These children’s hospitals depend on financial support so that critical priorities, vital programs, equipment, and research devoted to children’s health continue to thrive.

ADDITIONAL INFORMATION

• CCHF – Canada’s Children’s Hospital Foundations
• Children’s Miracle Network – Canada
• Children’s Miracle Network Hospitals - USA
• Canadian Association of Paediatric Health Centres

KEY RESPONSIBILITIES OF THE ROLE

1. Provide leadership and direction to the Human Resources functions and staff to set and deliver against the organizations objectives.

• Build HR strategy which determines the service delivery model and organization structure, and which aligns with business objectives and CCHF’s Mission to deliver impact.
• Lead development of Human Resources technology strategy to provide tools that promote user ease and efficiency.
• Attend business meetings and provide Human Resources advice.
• Provide Human Resources thought leadership and guidance to the Senior Leadership Team, based on organizational data analysis and trends (internal and external).
• Provide data and various reports to provide insights on organizational health.
• Direct the HR department’s annual goal setting process, ensuring the team’s goals align to corporate goals. Monitor and provide transparent performance feedback through the annual Performance Management processes and through regular informal meetings.
• Manage Human Resources budget.
• Establish Human Resources network, to maintain knowledge of current practices of other similar organizations.

2. Motivate and inspire team to high performance; provide coaching for growth and professional development.

• Recruit and retain top talent to increase capacity, performance and business results.  
• Manage HR staff and provide guidance and direction to other staff as needed to achieve targets and priorities, with a focus on shared values, collaboration, integrity and communication.
• Coach, encourage, inspire, and motivate team members to meet their individual potential.
• Identify opportunities for training, knowledge sharing, team learning and professional development, both for HR staff and broader organizational staff.

Cultivate a values-based work environment that emphasizes employee recognition and engagement, collaboration, inclusivity and well-being.

• Develop and steward a comprehensive People Strategy aligned to our One-Team approach, that creates purpose, recognition and a sense of belonging.
• Build an engaging and consistent employee experience through Human Resources policies, processes, initiatives and programs.
• Lead or support external consultants with organizational initiatives to enhance culture and team performance. Provide counsel on change management component of the initiatives to drive awareness and adoption by employees.
• Conduct engagement, culture, and leadership surveys; make recommendations and lead development of action plans, as applicable.
• Identify opportunities to solicit employee feedback and participation; serve as sponsor to Social Committee.

3. Partner with Senior Leadership Team to enable delivery of the business objectives effectively and efficiently.

• Formulate organization structure in conjunction with Senior Leadership Team.
• Provide tools and coaching to business leaders to execute organization restructuring, ensuring clarity of roles and responsibilities.
• Regularly assess organization health through regular audits and reinforce human resources value proposition to organization.
• Attend Director Leadership Team meeting to provide Human Resources guidance.
• Analyze exit interviews to derive insights and provide recommendations to the Senior Leadership Team to optimize retention.
• Participate in developing the organization’s DEI strategy, and implement the human resources components, such as self-identification surveys.
• Deploy the human resources accountabilities of the Business Continuity Plan.

4. Develop and deploy Learning & Development strategy to enhance employee skills, knowledge and competencies, to optimize performance and professional growth.

• Design annual corporate Learning & Development plan that provides skills development for Staff, Management and Senior Leadership Team to achieve desired organizational performance. Monitor and conduct needs assessment on regular basis.
• Implement and embed Leadership Competencies into relevant HR programs.
• Create KPI to assess return-on-investment (ROI) of development investments.
• Source facilitators for training delivery, providing preparation support and vet training materials.

5. Provide talent acquisition strategy, programs and processes to identify, hire and onboard qualified talent.

• Develop a talent acquisition strategy and execution plan based on annual workforce planning.
• Monitor recruitment effectiveness and timeliness.
• Provide recruitment skills training to business leaders and interview participants.
• Establish a Coop resourcing strategy to identify talent to convert to full-time hire.
• Develop and evolve a compelling employee value proposition to attract and retain new hires.

6. Foster a respectful and productive work environment through prevention and timely resolution of employee relations matters, in accordance with corporate policies and processes, and legislation, as applicable.

• Establish and manage performance improvement process and counsel business leaders on individual cases.
• Manage employee terminations to provide a confidential and respectful notification and offboarding experience.
• Provide coaching, conflict management and resolution to employees and business leaders.
• Conduct investigations for formal complaints of policy violations, or those identified by external parties such as Ministry of Labour or Human Rights Commission, in consultation with legal counsel.

7. Develop and maintain a Performance Management Framework that aligns with the organization’s objectives, recognizes high performance, and is focused on employee growth.

• Facilitate timely completion of all Performance Management processes throughout the year, to ensure employees meet their goals and behaviour standards, including launch communications, training, calibration session, HRIS tracking, monitoring development goal completion.
• Identify and launch continuous process improvements to enhance effectiveness and efficiency.

8. Manage a health & safety program that promotes a safe work environment and prioritizes employee safety and well-being.

• Develop and implement and health & safety program and policies in compliance with the Occupational Health & Safety Act.
• Serve as an advisor to the Joint Health & Safety Committee.

9. Deliver a competitive Total Rewards Strategy comprised of monetary and non-monetary incentives, which attracts and retains talent.

• Develop a comprehensive total rewards strategy and execution plan which incorporates compensation, incentive and recognition pay, and employee wellness.
• Collaborates with VP to conduct annual salary review process, and determine merit increases that are aligned with a pay-for-performance philosophy.
• Conduct annual review of salary structure and conduct external benchmarking every 2-3 years for competitiveness.
• Lead job evaluation process for new or revised job descriptions.
• Conduct annual review of pension and benefits plans (personal and occupational) to optimize employee coverage and within budget. This includes medical and dental, short-term disability, long-term disability, occupational accident insurance, out-of-province business travel coverage.
• Lead or support external consultants on total rewards projects. Provide counsel on change management component of the initiatives to drive awareness and adoption by employees.
• Manage employee leaves of absence (LOA), providing guidance to employees, e.g. Maternity/Parental, Personal LOA.
• Oversee payroll and year-end tax reporting activities, including back up coverage for payroll administration.

10. Monitor and maintain current policies that are compliant and equitable. o

• Develop and administer HR policies and processes and ensure consistent, equitable applicable by HR and Management.
• Maintain current Employee Handbook and People Leader Playbook.
• Ensure all compliance training is current and completed by staff within timelines.
• Conduct risk management assessment and provide mitigation recommendation.
• Lead preparation of quarterly Human Resources Management Report and KPIs for the CCHF Board.

QUALIFICATIONS & COMPETENCIES

Required Education & Experience

• Minimum 8 years progressive experience human resources generalist experience, plus minimum 3 years people management experience.
• CHRP designation or in progress.
• Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent professional experience.

Preferred Knowledge, Abilities, & Experience

• Developing strategies and implementation of key Human Resources functions.
• Experience supporting a Senior Leadership Team on human resources matters of varied complexity and providing direction and coaching to all levels of the organization.
• Experience leading recruitment searches, including senior management positions.
• Managing benefits and pension programs.
• Extensive knowledge of key Human Resources functions and related employment legislation.
• Proficiency with Microsoft Office (Word, Excel and PowerPoint) and HR systems.
• Ability to establish rapport and trust with key stakeholders, internal and external.
• Strategic, innovative, and creative approach to problem-solving challenges and opportunities, applying an organization-wide lens.
• Highly effective written and oral communication and presentation skills, both for internal and external interactions at all levels of the organization.
• Agility to adapt priorities based on dynamic organization and employee requirements.
• Excellent time management skills with a proven ability to prioritize and delegate, to meet department deadlines.
• Influencing and negotiation skills, influencing and negotiation skills.
• Change Management leadership.
• Ability to manage sensitive and confidential information, exercising good judgement in diverse situations.

APPLICATION PROCESS & DEADLINE

KCI Search + Talent has been retained to conduct this search on behalf of Canada’s Children’s Hospital Foundations. For more information about this exciting opportunity, contact Tara George, KCI Search + Talent by email at: CCHF-DirHR@kcitalent.com

All inquiries and applications will be held in strict confidence. To apply, please send a resume and letter of interest to the email address listed above by July 22, 2024.

To view full position brief please visit www.kcitalent.com

Canada’s Children’s Hospital Foundations (CCHF) is committed to fostering an inclusive, accessible environment, where all employees, stakeholders, and the people we serve feel valued, respected, and supported. We are dedicated to building a workforce that reflects the diversity of our stakeholders and communities in which we live and serve. We are also committed to our mission to do what’s right for kids, so they live their healthiest, happiest, and most fulfilling lives possible.