Director, Human Resources – Retail

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The Director, HR is a trusted advisor and partner to the Retail field leadership team and employees. This role is pivotal in identifying solutions to key people challenges and works closely with the HR Centres of Excellence to embed and execute the five core HR processes: Staffing, Performance and Potential, Succession Management, Training and Development, and Total Rewards. As a talent champion, the Director, HR, assesses and calibrates talent against our Guiding Principles, supporting the foundation for future succession plans.

PROCESS OWNERSHIP

This role is responsible for working with their team and HR Centres of Excellence to execute and embed five core HR processes:

• Staffing
• Performance and Potential
• Succession Management
• Training and Development
• Total Rewards

KEY PERFORMANCE METRICS

• Support leaders and their employees by developing and embedding exceptional HR Processes and practices to improve:
• My Performance Scorecard Completion (80%)
• Succession – High Potential Promotions, Moves & reduce High Potential Turnover
• Increase Overall Employee Engagement – 4.25/5

KEY RELATIONSHIPS

Internal:

• Retail field organization
• Home Office & Supply Chain leadership team
• HR – Talent Development, Total Rewards, Change Management, Talent Acquisition
• Legal

External:

• External counsel

KEY ACCOUNTABILITIES

Strategic

• Support Indigo goals by executing on short-term to mid-term departmental goals (1 year)
• Collaborate with the HR team and leaders to formulate, implement and evaluate HR strategies that support Indigo’s mission and goals
• Maintain a high level of strategic foresight by identifying customer and business needs, and adjusting departmental and team objectives accordingly

Functional

• Build trusted relationships amongst all levels of the business
• Partner with leaders to build people plans that support having highly engaged and successful leadership teams
• Partner with leaders to advance organizational effectiveness
• Support long-term succession planning and talent management for business continuity and high performance
• Collaborate with the HR partners and teams across the business to have “one” calibrated point of view on talent, identifying talent issues before they affect the business.
• Collaborate with leadership teams to identify key roles and requirements, and support them in creating effective succession plans.
• Foster a “partner early, partner often” philosophy amongst the team and encourage them to involve the right cross-functional partners, at the right time to deliver the best outcome for the business.
• Provide ongoing and individualized feedback and coaching, flexing between different styles, adapting to different needs, and unlocking potential across the organization.
• Implement strategies to enhance employee engagement, productivity, and retention, fostering a positive organizational culture.
• Support organizations’ capacity to embrace and capitalize on change
• Use insights and track trends to drive people and change management practices
• Ensure the execution of team deliverables and adapt team priorities based on changing needs
• Challenge the status quo by consistently identifying areas for improvement, diagnosing issues and working to resolve them
• Maintain knowledge of relevant laws and regulations, ensuring organizational compliance and mitigating legal risks

People

• Lead a customer-focused team to foster strong client relationships
• Build a strong team by attracting and developing the best talent
• Bring out the best in others, empower and constructively stretch talent
• Give authentic feedback on performance and potential
• Ensure all team members understand where they stand and have clear performance objectives aligned with Indigo and department goals
• Accountable for the overall engagement, productivity, turnover and bench strength of the team
• Empower HR Managers to provide thoughtful and proactive people solutions to the business
• Share technical knowledge with others and actively seek to learn from those more knowledgeable than yourself
• Help others see the impacts of their efforts and proactively engage other functions to get input
• Encourage others to freely share their point of view and be open to feedback

Cultural

• Model Indigo’s beliefs and convey a positive image in everything you do
• Celebrate the diversity of thought and have an open mindset
• Take an active role in fostering a culture of continual learning, taking risks without the fear of making mistakes
• Embrace, champion, and influence change through your team and/or the organization

SCOPE

Reports to: Senior Vice President, People & Culture

QUALIFICATIONS

Work Experience / Education / Certifications

• Minimum 10 years of HR experience, preferably in a Retail environment
• Minimum 5 years of people leadership experience
• Labour relations experience or exposure
• Bachelor’s degree/College Diploma or equivalent experience, preferably in Human Resources, Business Administration, or Retail Management
• CHRP/CHRL or related designation considered an asset
• Demonstrated experience providing HR thought leadership to business partners
• HR expertise and leadership in coaching, mentoring and developing others
• Experience in earning and building the trust of leaders and employees by maintaining confidentiality
• Excellent influencing and relationship-building skills
• Deep understanding and knowledge of the retail environment is considered a strong asset
• Possess a natural curiosity around the business and a hunger for wanting to understand “why”
• Ability to navigate complex Employee Relations issues
• Ability to convert strategy into actionable plans and results
• Strong organizational skills with the ability to effectively manage competing priorities
• Capable of balancing patience and forcefulness, and deploying each appropriately

Other (travel, Bilingual, etc.)

• Field-based role
• Ability to travel up to 10% in both Canada & the US, with access to a reliable means of transportation
• Fluent bilingualism, French and English, is considered an asset

Seniority level

• Seniority level

  Director

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Retail

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