OPPORTUNITY PROFILE DIRECTOR, HUMAN RESOURCES

Transcription

1 OPPORTUNITY PROFILE DIRECTOR, HUMAN RESOURCES

2 the right people SOUTHERN RAILWAY OF BRITISH COLUMBIA DIRECTOR, HUMAN RESOURCES CONTENTS THE ORGANIZATION SOUTHERN RAILWAY OF BC 1 THE OPPORTUNITY DIRECTOR, HUMAN RESOURCES 2 Key Responsibilities 3 THE PERSON 4 Required Qualifications, Education, and Experience 4 Leadership Competencies and Personal Characteristics 5 COMPENSATION 7 CONTACT 7

3 THE ORGANIZATION SOUTHERN RAILWAY OF BC (SRY) With over a century s tradition of providing the best possible service, Southern Railway of British Columbia (SRY) is a major transporter of freight in British Columbia providing businesses and customers in the Lower Mainland and Fraser Valley with seamless rail connections to markets throughout North America. SRY is based in New Westminster, BC, while Southern Railway of Vancouver Island Limited (SVI) is an operating subsidiary of SRY based in Nanaimo, BC. Most recently, SRY launched Blue Water Rail Services, offering rail service to ports across the Lower Mainland. SRY s mission is to safely deliver the best rail-based solutions to its customers and partners. Almost one half of the traffic handled by SRY originates or terminates on Annacis Island, where major automobile and forest product distribution facilities are located. SRY s diverse customer base includes over 150 shippers of automobile, forest, building, agricultural, chemical, consumer and steel products. SRY handles approximately 65,000 carloads annually and owns over 125 miles of track, of which 62 miles are mainline, and interchanges with four North American Class I railroads at six locations. SRY is market driven and customer-oriented, and provides neutral shortline service. Combined with their long-haul partners, CN, BNSF, CPR and UP, they have connections to all rail-served destinations in North America. In addition to maintaining a fleet of 30 locomotives, SRY s locomotive and car shops provide repair services to both Canadian and U.S. customers. SRY provides specialty railcars to customers and currently has over 700 cars in its fleet. Southern Railway of BC is part of the Rail Link System of the Washington Companies. To learn more, please visit SRY s website. 1 Page

4 THE OPPORTUNITY DIRECTOR, HUMAN RESOURCES Reporting to the President, and managing two direct reports (Manager, Health & Safety and HR Generalist), the Director, Human Resources is an integral member of SRY s senior team, providing Human Resource and Labour Relations leadership to the company. The ideal candidate s ability to balance the needs of the company with the needs of its employees will enable them to effectively work across all levels of the company, providing direct support to frontline employees and executives alike. This role continually adds value by using HR best practices to build a high performance culture while supporting operational excellence. Key Responsibilities Developing and executing the People Strategy; Negotiating (as chief spokesperson) and administering collective agreements, and maintaining effective relationships with the unions; Organizational development, sourcing and managing talent, performance management, and compensation & benefits administration; Employee communications; Working collaboratively to proactively identify and develop internal talent; source and recommend external training programs as required; 2 Page

5 Developing a highly engaged, diverse, and capable workforce and management structure (including succession planning) to execute SRY s strategic plan; coaches managers to assist with resolution of employee relations challenges; Providing accountability and oversight for communications and employee relations, employee development and retention, compensation and benefits, and policies and administration; Developing and implementing a talent strategy that will attract, develop, and retain the leadership required to achieve SRY s plans and achieve impact at scale; Overseeing competency-based performance reviews and career development tools; Analyzes data, identifies trends and recommends solutions to improve employee satisfaction, performance, and retention; Participating in the ongoing development, implementation, and management of salary planning, recognition, profit-sharing, bonus, and sales/ service commission plans, inclusive of guidelines and counsel; and Continuing to develop and implement an employee experience framework (people policies, programs, and services) that enables staff to bring their full passion and commitment to work every day to achieve SRY s short-term goals and longterm vision. 3 Page

6 THE PERSON The successful candidate should be a seasoned HR / LR professional who possesses well-rounded and deep subject matter expertise, combined with a proven track record of implementing targeted HR programs in a fast -paced environment. The Director should be a strategic leader who is experienced with the complexities and nuances of leading HR in an industrial private-sector, unionized context. Possessing a collaborative leadership style and refined interpersonal skills, the Director builds relationships by fostering a respectful team environment, aligning the expertise that exists within the company and building consistency throughout the organization. They should also be resilient, decisive, and possess sufficient business acumen and strategic thinking capabilities to guide SRY staff through challenging change, growth, and HR initiatives. Required Qualifications, Education, and Experience A Bachelor s degree in Human Resources or Business Administration, or equivalent; 10+ years Human Resources/Labour Relations experience (minimum of five years leadership experience); Certified Human Resources Professional (CHRP) designation is an asset; A passion for leveraging HR as a driver of business results; An ability to set direction and strategy in support of SRY s vision and values; An entrepreneurial spirit, strong business acumen, and ability to work effectively in a fast-paced company; Extensive knowledge of unionized industries, collective bargaining and labour law; Experience in both the strategic and operational facets of HR and LR including expertise in areas such as health & safety, organizational development, compensation & benefits, labour relations, talent management and resourcing; and Demonstrated excellence in project management, communication, negotiation and conflict management. 4 Page

7 Leadership Competencies & Personal Characteristics Entrepreneurship Is a self-starter; is innovative and courageous about creating value for the customer; Takes initiative; follows through on commitments; Advances own understanding and shares insight regarding key market drivers; Actively uses that knowledge to create and seize business opportunities or expand into new lines of business, markets, products, or services. Develops People & Teams Assesses own strengths and limitations to build a diverse team with complementary skills; Creates strong morale/spirit in the team; creates a feeling of belonging; Effectively questions and challenges colleagues while honoring the difference in perspectives; Brings out the best in people; helps them excel in the job and meet key accountabilities; Provides timely one-on-one feedback/guidance to support individuals in developing increased problem-solving capability as well as enhanced interpersonal, leadership, and business and management skills; Continuously seeks and encourages others to seek opportunities for different and innovative approaches for improvement. Driving for Results Is very bottom-line oriented; Sets high goals for personal and group accomplishment; Uses measurement methods to monitor progress towards goal attainment; Tenaciously works to meet goals; can be counted on to exceed goals successfully; Derives satisfaction from the process of goal achievement and continuous improvement. Strategic Thinking Envisions SRY s future and possibilities; commits to a long-range course of action to accomplish Long Term Goal (BHAG) after analyzing data and assumptions, taking into consideration resources, constraints, technology, and organizational values; Effectively manages changing environments, including shifts in strategic direction, business challenges, and new technologies; Creates competitive and breakthrough strategies and plans; 5 Page

8 Passionately sells SRY s strategy, creating a clear view of the future; articulates how things will be different when the future vision is achieved; Helps others understand their unique, individual contribution to the strategy. Business Acumen Knows how businesses work and specifically how SRY works; understands the competition; Acquires, organizes and synthesizes economic, financial, and industry data in order to accurately diagnose trends as well as business strengths and weaknesses; Identifies key issues and develops strategies and plans; Demonstrates extraordinary decision-making skills in a complex environment of ambiguity. Communicating with Impact & Influence Expresses thoughts, feelings, and ideas in a clear, succinct and compelling manner in individual and group situations; Adjusts language to capture the attention of the audience; uses appropriate interpersonal styles and techniques to gain acceptance of ideas/plans; Develops and maintains strong relationships; creates an environment which promotes open communication; Willingly steps up to conflicts, seeing them as opportunities; addresses performance gaps quickly and fairly; is not afraid to take unpopular action when required; Understands the emotions, needs, and concerns of self and others; picks up emotional cues, feels comfortable socially, and recognizes the power dynamics in a group or organization. 6 Page

9 COMPENSATION A competitive compensation package will be provided including an attractive base salary and excellent benefits. Further details will be discussed in a personal interview. FOR INFORMATION PLEASE CONTACT: Andrew Philip or Tony Kirschner LEADERS INTERNATIONAL EXECUTIVE SEARCH # Granville Street Vancouver, BC V7Y 1G5 Phone: (604) vancouver@leadersinternational.com