Associate Director, Human Resources

The primary responsibility of this role is to partner with Executive Leadership Team (ELT) and their Functional Leadership Team to drive business results through the delivery of HR Practices and Programs. The incumbent’s overall responsibility spans more than one country/market and requires partnership with local HR and Corporate COE’s to implement/manage global HR policies, programs, and procedures in the global/regional business units and Functions.
The BHR will partner with key Business Leaders to support the successful achievement of the overall business strategy and business requirements through the identification and delivery of HR Talent Programs/Initiatives. As a member of the HRLT and in conjunction with the CHRO, the incumbent will establish annual HR goals/objectives, participate in the review of CoE programs, provide HR leadership and expertise to HR professionals to support the achievement of the Apotex Operating Plan and Business Strategy.
The focus of this role is in supporting Senior Leaders, with particular emphasis on team dynamics, executive coaching, leadership development & mobility, and executive recruitment. This role is also responsible for organizational design and effectiveness and specific business knowledge competencies. This position is expected to shape the vision and execution of employee relations strategies and support the coordination or policies/programs encompassing all Global employee relations and human resources strategies.
The incumbent will ensure adherence to all compliance programs including the Global Business Ethics and Compliance Program, Global Quality policies and procedures, Safety & Environment policies, and HR Policies/Programs.

(I) Job Responsibilities: ELT Leader & Functional Leadership Team Support

•Provide Managerial support for the EMC member and their client departments as an entity.
•Provide strategic HR leadership to the business, including the development and execution of workforce planning, change management, and organizational capability strategies in order to support the implementation of Functional Operating Plans.
•Responsible for leading Functional Talent Management & Performance Management Process including direct leadership of managing the internal and external talent pipeline for the Leadership team of the function.
•Provide value to the business through anticipation of HR issues, and partnership with the business in the implementation of appropriate HR solutions/best practices in line with overall business strategy.
•Responsible for implementing HR programs originating from Global and/or CoE’s in the business and ensuring the business specificities in the structure/implementation of programs is appropriate.
•Lead Organizational Design & Development activities across the Function in coordination with the People & Performance HR teams while leveraging the Talent & Culture CoE to identify strategies to drive people development and organizational transformation in line with business strategy.
•Lead Transformation Change Management initiatives including Shaping Vision & Execution of Functional Employee Relations Strategy while ensuring alignment to overall Corporate approach.
•Ensure alignment of Polices/Programs as appropriate that cut across multiple geographies within the function (e.g. Quality Culture, Transcend, Continuous Improvement, Winning Behaviours).
•Partner with the Global Total Rewards CoE to ensure compensation and other reward programs are coordinated with other human resource strategies to attract, engage, motivate, and retain Leadership Talent.
•Accountability for Functional Performance and Compensation process including respecting global guidelines and driving a high performance culture within the function.

(II) Job Responsibilities: HRLT - High Impact HR

•As a key member of the HR Business PartnershipLT, commit to collaborate effectively towards the HR4HR and fiscal year HR Operational priorities.
•Lead by example to foster a positive culture and engagement within HR, and set expectations for all team members to demonstrate Values and Winning Behaviours as One HR Team.
•Develop and cascade key HR initiatives and objectives that are aligned to business needs and requirements, and with timelines that consider business priorities and resources.
•Build a High Impact HR team by developing people through engagement in key projects and initiatives.
•Ensure alignment of HR initiatives and objectives across Global Functions.
•Collaborate and provide leadership to the HR Partner(s), People & Performance within the business function.

Education
o Undergraduate University degree in Business, Human Resources or related discipline as a minimum.
o Advanced degree from a graduate school (MBA or Masters in HRM) considered an asset.

Knowledge, Skills and Abilities
o Ability to interact with and be a facilitator of, senior leadership teams in order to build strong relationships at all levels.
o Strategic self-starter and critical thinker with strong project management skills with the proven ability to partner with a globally diverse workforce.
o A pragmatic, self-confident and fact-based professional who works closely with leadership and employees to improve engagement, retention and organization effectiveness aimed at delivering strong business performance.
o Ability to engage a team of Human Resources professionals and Functional Leaders.
o Knowledge of globally relevant employment legislative environments.
o Influential and competent in HR best practices and able to establish rapport and credibility with the HR Community and Functional Leaders.
o Fluency in French language (written and conversational business French) is considered an asset

Professional Experience
o A minimum of 5 years’ experience in a senior HR business-focused role supporting a globally dispersed matrix organization, direct work experience in Commercial or related business area considered a strong asset
o Previous experience working effectively in a matrix organization, both influencing and being influenced by others and ability to identify priorities when the apparent needs and requirements of the various stakeholders are different (challenge of balancing country, regional, global, human resources, business and corporate requirements).
o Experience supporting large global leadership teams ensuring that operational HR needs are carried out in the respective geographies.
o Proven track record in talent management, change management, implementing corporate values and ethics and driving transformational corporate projects and initiatives across multiple geographies i.e. establishing new operations, growing current business, etc