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SENIOR DIRECTOR, HR CORPORATE & ORGANIZATIONAL DEVELOPMENT

 

This position is responsible to lead and manage HR initiatives to support the company’s overall business strategy and provide direction and leadership for all areas of Human Resources including Organizational Development, Talent management, Engagement and Performance Management. Working in collaboration with the leadership teams and overall HR department, accountability will include strategy development and programs for the nationwide organization. In addition, the Senior Director, HR Corporate & Organizational Development will create and lead HR best practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

 

RESPONSIBILITIES AND ACTIVITIES:

  • Lead the Human Resources Services for Corporate Services and Organizational Development initiatives.
  • Coach, mentor, and guide professional staff; be a role model for our values, purpose, culture, and a proactive change agent.
  • Build the credibility of the HR function by providing valued input on business issues facing the organization, particularly those that impact the culture, employee engagement, and retention.
  • Assist and help execute a broad level strategy to enhance the organization’s culture and employee engagement as the organization transforms.
  • Serve as a confidential confident to the Senior Leadership Team and the organization to thought-partner on a range of talent, equity and personnel matters.
  • Implement organizational development and change strategies supporting a wide range of talent and organizational initiatives including leadership development, assessment, competency integration and succession management.
  • Participate in consultation and collaboration with stakeholders to assess and determine organizational development and strategy internal and external resources to design, develop, deliver, and evaluate processes.
  • Support our ongoing leadership assessment, succession management and competency integration initiatives.
  • Lead, develop, and maintain all new business integrations.
  • Prepare workforce transition plans and programs, including strategies to transition talent at all levels.
  • Designing jobs and roles, create competency models and career paths to aid in the selection and transition of employees.
  • Lead, develop and create engagement survey and strategy.
  • Lead content development for the performance development platform, SuccessFactors, and liaise with HR systems and operations to support the annual performance development process.
  • Assess, plan, identify, and implement employee development strategies for all levels of the organization.
  • Develops, recommends and implements the plan for workforce strategies and programs to support the evolution of Aurora’s culture, meet emerging HR needs, and develop Aurora as a great place to work.
  • Ensures all aspects of HR services are delivered by the business area in a timely manner including classification, benefits, report development/analysis, compensation, performance management, and various related HR operational functions.  
  • Provides HR support and coaching to people leaders up and across a range of seniorities.
  • Responsible for the creation and delivery of performance management programs.
  • Collaborates on culture and engagement initiatives for the organization.
  • Collaborates on the development of HR expertise within the leadership team.
  • Reviews and develops HR policies/procedures on an ongoing basis to address the HR needs within the Corporation. 
  • Analysis of reporting for relevance and effectiveness.
  • Uses information and analysis to support organizational decision making related to people practices.
  • Other assigned duties as required to meet business area needs.

 

 

KNOWLEDGE, SKILLS AND ABILITIES:

  • Comprehensive knowledge of current HR issues and challenges. Diverse functional HR expertise.
  • Industry or related industry (CPG, pharma or manufacturing) experience preferred.
  • Action oriented. Prove ability to implement successful HR and organizational development programs.
  • Strong knowledge of the Corporation’s compensation and benefit programs.
  • Broad knowledge of HR related legislation and compliance requirements.
  • Strong communication and mediation skills are essential (written and oral).
  • Organizational and time management skills are necessary.
  • Analytical/problem solving.
  • Sense of urgency, initiative, relationship building, strategic thinking.
  • Commitment to continuous improvement & personal development.
  • Proven ability to work effectively in a team setting.
  • Knowledge of Microsoft Excel and Word.
  • Flexibility to interact positively, quickly gain trust and respect of management and employees at all levels.
  • Positive attitude requiring the skills of a “working, hands-on leader” with an ability to handle a very wide range of responsibilities and duties.

 

QUALIFICATIONS:

  • University Degree and 10 or more years directly related experience; 
  • Diploma with 10-14 years of directly related experience; or   
  • Certificate and 15 years or more of directly related experience. Success leading a dynamic team within a fast growing, employee-centric organization.
  • Adept at implementing innovative programs that result in high levels of employee engagement.
  • Successful experience with strategy development and communications, identifying opportunities and acting on them.
  • Experience with planning large-scale organizational change management processes with hands-on delivery to shift mindset, behaviors, and achieve results
  • Excellent communication skills with the ability to negotiate, influence and inspire others in both written and verbal communication
  • Strong work ethic, highly motivated and enjoys a challenge
  • High level of professionalism, integrity and ethics
  • Strategic thinking
  • Previous experience must include payroll, benefits and compensation;
  • Certified Human Resources Professional (CHRP) designation is an asset; and
  • Demonstrated success in a managerial role.

 

We would like to thank all applicants for their interest but only those selected for an interview will be contacted.

 

Aurora Cannabis Inc. is an Equal Opportunity Employer.

 

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