About the Bulk Barn
Since its establishment in 1982, Bulk Barn has grown from one store to almost 300, with more locations opening every year. During that time, it has offered customers competitive prices and a whole lot of choice. In each of its stores, customers find over 4,000 products, each one sourced for its amazing quality.
Bulk Barn is constantly adding more products to meet customers’ evolving needs, including vegan and non-GMO. It is proud to offer hard-to-find international products like British candies. Over the years, Bulk Barn has prided itself not only on its premium products but also on its bright, clean and friendly stores, which are jam-packed with delicious inspiration.
Bulk Barn is passionate about its business. The organization believes it is necessary to possess the knowledge and expertise in the retail industry to execute its program in a highly professional manner.
Bulk Barn is proud of its progressive thinking, detailed and methodical planning, consistent store operations, and exceptional attention to detail. If you have a similar work ethic, enjoy interacting with people, and strive for excellence within a structured environment, Bulk Barn may be the place for you.
About the Role
Reporting to the CEO and President, the Vice President of Human Resources is responsible, at the most senior level, for developing and leading the organization’s overall HR strategy and has hands-on accountability for the daily leadership and management of the HR, Total Rewards Administration, and Payroll Teams.
This role is responsible for the strategic leader and hands-on execution of the following: employee relations, employee-related legal matters, talent acquisition, compensation programs, pay equity, payroll, organizational design, employee training programs, leadership development, succession planning, benefits, pension, employee health and safety, negotiation, budgeting, data management and analysis, Dayforce system, and corporate operating policies and procedures.
This position is a senior member of the management team, participating in senior management meetings led by the President and CEO.
Duties and Responsibilities
Strategic Outlook:
- Participates in the development of the organization’s plans and programs as a strategic partner, specifically from the perspective of impact on people.
- Creates HR strategic plans that effectively support the business’s long-term and short-term strategies, goals, and objectives.
Leadership:
- Designs, establishes, and maintains a departmental structure to effectively and efficiently accomplish organizational goals and objectives.
- Leads the team in the development and execution of departmental goals and action plans that are directly tied to measurable results, ensuring timely and consistent execution.
- Ensures the department has the bench strength and training support required for team development and departmental goal achievement.
- Motivates the HR and Payroll teams to produce quality materials within tight timeframes and simultaneously manage several projects.
Innovation:
- Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.
- Develops new and existing programs to allow the organization to ensure the success of new hires at all levels within the business.
- Develops human resource planning models to identify competency, knowledge and talent gaps and develops specific programs to fill the identified gaps.
- Designs and executes progressive training programs to develop the required core competencies of their employees so that they can meet current and future business needs.
- Develops programs and social engagement activities that foster the desired culture and support the Company’s mission and values.
- Develops and evolves the performance management process to ensure ongoing support of company objectives, ease of use and encouraging people development.
Communication:
- Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
- Communicates professionally, both verbally and in writing, to internal and external customers and clients.
- Responds to internal customers and clients within 24 hours from the time of initial contact.
- Ensures all communication is compliant with the Company’s mission, values, practices, policies, procedures, collective agreements (as applicable), legislation and operational objectives.
- Provides professional coaching and counselling to all levels of management and supports employees as required.
- Ensures regular updates and completion timelines are effectively communicated to the President and CEO in advance of established deadlines.
- Promotes HR programs to foster an efficient and conflict-free workplace.
Partnership:
- Evaluates and advises the executive leadership team on the impact of long-range planning of new programs, strategies and regulatory actions for items that affect the attraction, motivation, development, training, sourcing and retention of the people resources of the organization.
- Partners with internal departments and external vendors on programs that support the overall people and compensation strategies for the business.
- Works closely with department leaders to understand business needs, establish HR priorities and develop effective HR solutions aligned with business goals.
Commercial Insight:
- Continuously assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
- Creates, monitors, and uses HR metrics to assess the value and effectiveness of all programs and employee performance as applicable.
Push for Results:
- Manages multiple competing deadlines in a fast-paced environment, ensuring the accuracy and quality of work produced by the assigned teams.
- Conducts detailed reviews and follows up on team assignments to ensure defined timelines are met.
- Evaluates the structure and team plan of the HR, Payroll, Reporting, and Analysis teams to enhance the efficiency and effectiveness of the department, as well as to provide individuals with professional and personal growth opportunities.
- Sets productivity standards using HR metrics and manages teams’ performance against those metrics.
Job Knowledge:
- Ensures a relevant and current understanding of Canadian human resources legislation, including, but not limited to, Employment Standards, Workers’ Compensation, Ministry of Labour, Human Rights, Employment Law, Occupational Health and Safety Act, and Canada Labour Code and various provincial statutes (including CNESST in Quebec).
- Applies knowledge of human resources practices, theories, trends, laws, and regulations to provide professional guidance, interpret legislative requirements, develop and evolve department programs, policies and procedures, and monitor departmental activities.
- Provides technical advice and knowledge to others within the HR and Payroll disciplines.
- Maintains knowledge of federal and provincial HR policies, programs, laws, and issues. Understands the differences between federal and provincial policies and programs and coordinates the integration of all such programs.
Problem Solving:
- Day-to-day management and resolution of complex issues within the department.
- Works with department leaders, managers and operational teams on the day-to-day management and resolution of complex issues.
- Coaches department leaders, managers, and supervisors to provide support with problem resolution as required.
People Management:
- Ensures that trends of underperformance are formally addressed, with clear and documented performance improvement plans.
- Formally recognizes strong performers within the assigned team.
- Manages the entire team towards the Company’s standards of performance.
- Ensures the overall people plan of the team reflects high standards, bench, and succession planning, coupled with consistent mentoring and people development.
- Leads weekly team meetings.
Process Improvement:
- Develops, maintains, and evolves department programs, processes, and procedures to increase efficiencies while ensuring accuracy and work output quality.
- Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization.
- Enhances and/or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization.
Accountability:
- Ensures that department teams are acting and performing their duties in accordance with applicable legislation, the Company’s mission and values, and Company operating standards.
- Ensures the protection of Company assets through the effective management and creation of department budgets, ensuring that budgets are allocated to meet business needs and comply with the established budget (with no overages).
Quality:
- Ensures all documents, programs, reports, and communications are accurate, print-ready and meet Company and legislative standards in advance of implementation.
Compliance:
- Ensures Company programs, policies, processes, and practices are created, evolved, and executed in alignment with legislation, Company policies and procedures, collective agreements (as applicable), Company mission and values, and operational goals and objectives.
Analysis:
- Manages the department’s budget and other financial measures.
- Manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the organization’s people resources. Utilizes that data to support the Company’s decision-making, specifically in relation to human capital and compensation management.
Project/Task Management:
- Plans, develops, and implements fair, consistent, and transparent HR and Payroll policies, programs, and procedures for the organization, including establishing the metrics and reporting systems to gauge program effectiveness.
- Ensures organizational compliance with applicable HR and Payroll-related legislation, regulations, and standards, as well as organizational policies and procedures.
- Builds and/or develops programs that provide day-to-day support to management and employees on all HR issues, including employee relations, performance management, compensation, benefits, policies, etc.
- Counsels managers and employees, providing HR advice and expertise to resolve issues.
- Assesses the current departmental teams’ resources and requirements and builds an optimal department structure for the organization.
Negotiation:
- Negotiates with vendors to manage costs and ensure the best rates without sacrificing quality.
- Participates in union negotiations as required.
- Negotiates compensation packages with leadership candidates as required.
Detail Orientation:
- Thoroughly reviews own work and their teams’ work to ensure accuracy.
- Audits the administration of all departmental programs, policies, and procedures to ensure compliance, accuracy, and reconciliation of reports.
Promotes and works to maintain workplace wellness, health, and safety through active compliance with all workplace health and safety policies and procedures.
Education and Experience
- Undergraduate degree in human resources or related discipline.
- Certified Human Resources Leadership and/or Executive (CHRL and/or CHRE) designation.
- 8 to 10 years of experience managing HR and payroll teams.
- 15 to 20 years of experience working in human resources.
- 15 to 20 years of experience creating policies and procedures.
- 15 to 20 years of experience conducting full-cycle recruitment: sourcing, screening, assessing, testing, interviewing, selecting, and hiring.
- 8 to 10 years of experience evolving and managing compensation programs.
- 8 to 10 years of experience designing and delivering training programs (one-on-one, small groups, and large audiences).
- 15 to 20 years of experience working with accessibility requirements, return to work programs and related legislation, both provincial and federal legislation.
- 15 to 20 years of experience conducting internal employee investigations, terminations and workplace health and safety audits.
- 15 to 20 years of experience exercising flexibility, initiative, good judgment, and discretion.
- Detail-oriented approach with demonstrated analytical proficiency, including asking questions and digging for answers.
- 15 years of experience with process mapping.
- 15 to 20 years of experience working under pressure to meet deadlines in a fast-paced and dynamic environment with shifting priorities.
- Strong written and verbal communication skills.
- Experience and working knowledge of all Canadian Labour legislation requirements.
- Strong organizational, interpersonal, time management and problem-solving skills.
Working Conditions
- Office environment
- Day shift with some extended hours at busy times
- Travel as required to support the needs of the business
How to Apply
To express interest in this exciting opportunity, email your cover letter and resume to:
Marty Greenway, Consultant, Feldman Daxon Partners
Email: mgreenway@feldmandaxon.com