Job opportunity
Director, People and Effectiveness
Excellence in Manufacturing Consortium
The new role of Director, People and Effectiveness is a strategic business partner who works with
the President, senior leadership and managers to strengthen EMC's organizational culture, drive
talent strategy and build the people practices and capabilities required to support organizational
performance. They translate business objectives into people-centred strategies and initiatives that
enable engagement, retention, accountability and performance. They bridge the gap between
executive leadership and employees, translating business objectives into people centred initiatives
that drive engagement, retention and performance.
The Director, People and Effectiveness must navigate complex challenges including remoted work policies, diversity and inclusion initiatives, evolving employment laws and the integration of AI and technology in HR processes.
The Director, People and Effectiveness will work to improve the team experience, strengthen
workforce development strategies, and build scalable systems across recruitment, onboarding,
employee relations, training, performance management, and succession planning. This person
should be comfortable moving between strategic planning and hands-on leadership.
EMC has grown rapidly over the past several years. While focusing on operations and our clients, it
now needs to also build foundational pieces to mature HR practices and processes. The newly
created Director will help shape company culture by reinforcing accountability, communication,
inclusion, and team engagement across departments. As EMC continues to grow, the Director,
People and Effectiveness will build and mature the organization's people practices and systems,
while partnering with leaders and managers to foster a healthy, high-performing and accountable
workplace. The Director will help create the conditions for a strong organizational culture by
strengthening leadership and management practices, communication, inclusion, team
engagement and recognition.
Main duties and tasks:
Oversee all HR functions for EMC, with approximately 70 team members, including:
Provide strategic leadership, advice and oversight of the team lifecycle, including recruitment, onboarding, renewal, engagement, and retention
Develop and maintain strong relationships with leadership partners, stakeholders, consultants, and service providers
Lead workforce strategy and resource planning
Lead the development and implementation of strategic HR plan, ensuring consistent messaging across channels and alignment with organizational priorities
Develop and implement a variety of scalable HR strategies and initiatives, to support EMC’s organizational strategic priorities and growth
Ability to translate business needs into practical HR strategy
Strengthen Employee Engagement and Organizational Culture
Partner with the President and senior leadership to drive initiatives that strengthen employee engagement, recognition, inclusion and well-being.
Equip and support leaders and managers in fostering healthy, high-performing and accountable teams.
Develop mechanisms to regularly understand team experience and engagement and translate insights into practical actions.
Develop and support meaningful employee recognition approaches aligned with EMC's values and culture.
Embed EMC's values and desired culture throughout key people practices, including recruitment, onboarding, performance, development and recognition.
Create and manage performance management systems
Lead the development and oversight of the performance management system, including performance differentiation and accountability
Build management capability by providing leaders and managers with the tools, coaching and guidance needed to effectively lead people, provide meaningful feedback, manage performance and support employee development
Assist leaders across the company resolve complex team relations issues with a fair and consistent approach
Set clear goals and priorities, manage performance, provide coaching, and support professional development. Align individual goals with: Mission outcomes; Program delivery; and financial sustainability
Manage HR Operations
Work closely with leadership to deliver a wide range of HR Services including recruitment, onboarding, employee relations, performance management and benefits administration
Devise and oversee a compensation strategy and plan. Ensure the compensation strategy is aligned to nonprofit constraints and market competitiveness. Examine job grading and salary structure design
Create and manage a Benefits program and total rewards approach
Develop, update and monitor internal company HR Policies
Lead, mentor, and develop a team responsible for HR operations
Establish and oversee service standards for internal processes
Lead and design the implementation of team development, leadership training and ongoing training programs – to enable a continuous learning culture.
Identify organizational capability gaps, enable leadership/manager and career development, leverage knowledge transfer, and enhance succession/capability building.
Assist Senior leadership with strategic guidance on organizational design, talent development and succession planning. Clarify role definition & salary grading structures
Provide analytics to support workforce planning and organizational effectiveness decisions
Ensure compliance with local and federal labour laws and regulations
Identify opportunities and challenges/risks to modernize HR practices through emerging technologies, digital tools, and process improvements
Lead efforts to improve talent management
Lead the development and implementation of a talent management strategy
Assist Senior leadership with strategic guidance on organizational design, talent development and succession planning
Create a recruiting strategy for specialized knowledge and facilitation roles
About EMC:
Founded on a commitment to collaboration, trust and innovative leadership, Excellence in
Manufacturing Consortium (EMC) stands out today as an inclusive and diverse not-for-profit
organization supporting the growth and success of more than 18,000 manufacturing companies
representing over 700,000 of their employees across Canada. For more than a quarter-century, now
as Canada’s largest and most active manufacturing consortium, EMC is responsible for
contributing significant knowledge, expertise and resources towards advancing the Canadian
manufacturing sector.
Now about you:
You are a compassionate yet decisive leader, with the ability to quickly take in diverse yet pertinent
information, learn and create sustainable solutions to the challenges at hand. As a key member of
the leadership team, you have a track record of organizational performance and success, aligning
operational excellence with strategic priorities. A builder of trusted relationships, you engage by
first listening and understanding. You embrace diversity, inclusion and well-being. You are
resourceful and autonomous, seeking opportunities for continuous improvement and new ways of
thinking. You are discreet, with excellent judgement skills. You measure success by what the
organization achieves more than by what you achieve individually.
The successful candidate will have the following experience:
10 – 15 years of progressive responsibility in the HR field, with executive experience, across the full range of HR operations and management in a dynamic environment
Post secondary education, notably in Human Resources. A combination of education and experience may be considered
Leading programs, influencing business decisions, and managing people or major crossfunctional initiatives
Track record of translating organizational strategy into actionable initiatives
Advising senior leaders and working with high-profile stakeholders
Managing budgets and resources
Working with remote team management and distributed workforce policies
Strategic thinking and planning
Emotional intelligence and excellent communications skills
Business acumen and client focus
Change management and transformation
Ethical leadership and compliance
Influencing and relationship management
Adaptability and comfort with rapid change and ambiguity
Assets:
Master’s degree in HR or other related area
Certifications - CHRL – Certified Human Resources Leader (intermediate/senior) and/or
CHRE – Certified Human Resources Executive (executive-level)
Experience within a not-for-profit, association, membership-based, public sector, or similarly complex stakeholder environment
Facilitation/coaching
Location
Remote (in Canada – must be able to legally work); Ontario preferred. Potential travel.
Competitive compensation based on experience.
#J-18808-Ljbffr
Apply on source site the President, senior leadership and managers to strengthen EMC's organizational culture, drive
talent strategy and build the people practices and capabilities required to support organizational
performance. They translate business objectives into people-centred strategies and initiatives that
enable engagement, retention, accountability and performance. They bridge the gap between
executive leadership and employees, translating business objectives into people centred initiatives
that drive engagement, retention and performance.
The Director, People and Effectiveness must navigate complex challenges including remoted work policies, diversity and inclusion initiatives, evolving employment laws and the integration of AI and technology in HR processes.
The Director, People and Effectiveness will work to improve the team experience, strengthen
workforce development strategies, and build scalable systems across recruitment, onboarding,
employee relations, training, performance management, and succession planning. This person
should be comfortable moving between strategic planning and hands-on leadership.
EMC has grown rapidly over the past several years. While focusing on operations and our clients, it
now needs to also build foundational pieces to mature HR practices and processes. The newly
created Director will help shape company culture by reinforcing accountability, communication,
inclusion, and team engagement across departments. As EMC continues to grow, the Director,
People and Effectiveness will build and mature the organization's people practices and systems,
while partnering with leaders and managers to foster a healthy, high-performing and accountable
workplace. The Director will help create the conditions for a strong organizational culture by
strengthening leadership and management practices, communication, inclusion, team
engagement and recognition.
Main duties and tasks:
Oversee all HR functions for EMC, with approximately 70 team members, including:
Provide strategic leadership, advice and oversight of the team lifecycle, including recruitment, onboarding, renewal, engagement, and retention
Develop and maintain strong relationships with leadership partners, stakeholders, consultants, and service providers
Lead workforce strategy and resource planning
Lead the development and implementation of strategic HR plan, ensuring consistent messaging across channels and alignment with organizational priorities
Develop and implement a variety of scalable HR strategies and initiatives, to support EMC’s organizational strategic priorities and growth
Ability to translate business needs into practical HR strategy
Strengthen Employee Engagement and Organizational Culture
Partner with the President and senior leadership to drive initiatives that strengthen employee engagement, recognition, inclusion and well-being.
Equip and support leaders and managers in fostering healthy, high-performing and accountable teams.
Develop mechanisms to regularly understand team experience and engagement and translate insights into practical actions.
Develop and support meaningful employee recognition approaches aligned with EMC's values and culture.
Embed EMC's values and desired culture throughout key people practices, including recruitment, onboarding, performance, development and recognition.
Create and manage performance management systems
Lead the development and oversight of the performance management system, including performance differentiation and accountability
Build management capability by providing leaders and managers with the tools, coaching and guidance needed to effectively lead people, provide meaningful feedback, manage performance and support employee development
Assist leaders across the company resolve complex team relations issues with a fair and consistent approach
Set clear goals and priorities, manage performance, provide coaching, and support professional development. Align individual goals with: Mission outcomes; Program delivery; and financial sustainability
Manage HR Operations
Work closely with leadership to deliver a wide range of HR Services including recruitment, onboarding, employee relations, performance management and benefits administration
Devise and oversee a compensation strategy and plan. Ensure the compensation strategy is aligned to nonprofit constraints and market competitiveness. Examine job grading and salary structure design
Create and manage a Benefits program and total rewards approach
Develop, update and monitor internal company HR Policies
Lead, mentor, and develop a team responsible for HR operations
Establish and oversee service standards for internal processes
Lead and design the implementation of team development, leadership training and ongoing training programs – to enable a continuous learning culture.
Identify organizational capability gaps, enable leadership/manager and career development, leverage knowledge transfer, and enhance succession/capability building.
Assist Senior leadership with strategic guidance on organizational design, talent development and succession planning. Clarify role definition & salary grading structures
Provide analytics to support workforce planning and organizational effectiveness decisions
Ensure compliance with local and federal labour laws and regulations
Identify opportunities and challenges/risks to modernize HR practices through emerging technologies, digital tools, and process improvements
Lead efforts to improve talent management
Lead the development and implementation of a talent management strategy
Assist Senior leadership with strategic guidance on organizational design, talent development and succession planning
Create a recruiting strategy for specialized knowledge and facilitation roles
About EMC:
Founded on a commitment to collaboration, trust and innovative leadership, Excellence in
Manufacturing Consortium (EMC) stands out today as an inclusive and diverse not-for-profit
organization supporting the growth and success of more than 18,000 manufacturing companies
representing over 700,000 of their employees across Canada. For more than a quarter-century, now
as Canada’s largest and most active manufacturing consortium, EMC is responsible for
contributing significant knowledge, expertise and resources towards advancing the Canadian
manufacturing sector.
Now about you:
You are a compassionate yet decisive leader, with the ability to quickly take in diverse yet pertinent
information, learn and create sustainable solutions to the challenges at hand. As a key member of
the leadership team, you have a track record of organizational performance and success, aligning
operational excellence with strategic priorities. A builder of trusted relationships, you engage by
first listening and understanding. You embrace diversity, inclusion and well-being. You are
resourceful and autonomous, seeking opportunities for continuous improvement and new ways of
thinking. You are discreet, with excellent judgement skills. You measure success by what the
organization achieves more than by what you achieve individually.
The successful candidate will have the following experience:
10 – 15 years of progressive responsibility in the HR field, with executive experience, across the full range of HR operations and management in a dynamic environment
Post secondary education, notably in Human Resources. A combination of education and experience may be considered
Leading programs, influencing business decisions, and managing people or major crossfunctional initiatives
Track record of translating organizational strategy into actionable initiatives
Advising senior leaders and working with high-profile stakeholders
Managing budgets and resources
Working with remote team management and distributed workforce policies
Strategic thinking and planning
Emotional intelligence and excellent communications skills
Business acumen and client focus
Change management and transformation
Ethical leadership and compliance
Influencing and relationship management
Adaptability and comfort with rapid change and ambiguity
Assets:
Master’s degree in HR or other related area
Certifications - CHRL – Certified Human Resources Leader (intermediate/senior) and/or
CHRE – Certified Human Resources Executive (executive-level)
Experience within a not-for-profit, association, membership-based, public sector, or similarly complex stakeholder environment
Facilitation/coaching
Location
Remote (in Canada – must be able to legally work); Ontario preferred. Potential travel.
Competitive compensation based on experience.
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