Job Summary

Educators Financial Group is a member-based organization dedicated to the financial health and well-being of those in the education community in Ontario. The unique financial needs of the education community are best served by those who genuinely understand those needs. Educators Financial Group is owned by the Ontario Secondary School Teachers Federation (OSSTF/FEESO). Where traditional financial institutions saw risk with clientele from the education community, Educators saw stability and the opportunity to step in and provide solutions to financial challenges. Whether it’s obtaining a mortgage, investment advice, or financial planning, Educators provides the best educator-specific options to help this community reach its individual goals.

Reporting to the President & CEO, the VP of Human Resources develops and leads the execution of the strategic direction for the Human Resources Function. In support of Educators’ Vision, Mission, Values and Value Proposition, the VP of Human Resources contributes to the strategic direction of the company by directing all human resources initiatives. The VP of Human Resources defines objectives and delivers practices that create an employee-oriented, high-performance culture which emphasizes empowerment of people, client centric service, high productivity and standards, goal attainment and the attraction and ongoing development of high performing teams. In collaboration with other business units, the VP of Human resources anticipates long term HR needs, while identifying and addressing HR matters as they emerge. The successful candidate will consult on a variety of organizational strategic initiatives as identified by the President & CEO and provide guidance and advice to other leaders as needed.

HR Priorities include the oversight, development, and effective implementation of:

• Strategic HR Leadership – Strategy and Organizational Development
• Workforce Planning,
• Talent Acquisition, Contracting and Onboarding
• Employee Engagement and Culture (foster and maintain a positive and inclusive workplace culture)
• Performance Management, Learning, and Development Programs
• Compensation, Rewards and Recognition Programs
• General HR Service Delivery, Technology and Administration

Key Responsibilities include:

Executive Leadership – Strategy and Organizational Development

• Creates and directs the execution of an impactful HR strategy that is aligned with the company strategy focusing on recruiting and retaining top talent, maintaining a positive employee experience, fostering organizational development/ growth, and mitigating people-related risks.
• Participates as a strategic partner in business planning with executives of each department, including organizational structure, recruiting and diversity strategies, employee experience and talent management.
• Identifies key performance indicators for human resources in areas such as recruitment, retention, employee experience and DEIB; assesses the organization’s performance and competitiveness based on these metrics.
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization.
• Ensures HR Policies and Practices are compliant with Regulatory Requirements, managing risks and costs by consulting with external professional resources as required. For example, ESA, OHSA, AODA and any other relevant legislation.
• Directs and provides oversight on the budget and other financial measures of the HR department.
• Advises on the appropriate organizational structure and staffing to effectively accomplish the organization’s goals and objectives.
• Produces data-driven reports to inform decision making, Works with the Board’s Human Resource Committee in concert with the CEO.
• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
• Participate in management and operational committees as required.

HR Programs & Policies

• Works with management to develop appropriate workforce plans aligned to the organization’s culture, business goals and current financial conditions.
• Develops staffing strategies, implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Directs and provides oversight on talent acquisition and employee onboarding activities.
• Review existing employment contracts and establish new contracts as appropriate for executives, employees, and term or contract employees.
• Develops appropriate policies and programs for effective management of the people resources of the organization. Programs include but are not limited to employee relations, sexual harassment, employee complaints, external education, and career development.
• Enhances and/or develops and implements HR policies and procedures of the organization by way of systems that will drive employee engagement, cross-functional collaboration, teaming, as well as the overall operational effectiveness of the organization.
• Oversees information management and reporting within the HR function.
• Interface with management regarding employees on non-performance programs providing oversight on corrective action initiatives including documentation, employee letters, interface with legal counsel and termination letters as required.
• Directs and provides oversight on the administration of insurance, retirement, and other benefits programs; evaluates and develops recommendations for improvements to employer-sponsored benefit programs.
• Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the Financial Services Industry
• Continually assesses and improves the competitiveness of all programs and practices against best practices and performances of relevant comparable companies, industries, and markets.
• Team Management
• Establish performance metrics for the department and manage direct reports to ensure their achievement.
• Coach and manage direct report(s) performance and development.