Chief Human Resources Officer, Canada


A global business to business service provider.


Reports to the Global Chief People Officer and Chief Operating Officer, Canada; leads a team of 15+ with responsibility for Human Resources, Compensation and Benefits, Learning and Development, Recruitment, Administration and Communication, HR Help Desk, and HR Technology.


The CHRO, Canada supports senior leadership and partners across the organization with responsibility for directing all people functions of the organization in accordance with the company’s mission, core values, culture, norms, and policies.

Specific duties will include, but not necessarily be limited to:

  • Proactively leads strategic human resource planning and execution to provide the organization with the best talent available and to position the organization as the employer of choice with awareness of policies, practices, and trends within the industry.
  • Collaboratively maps out a human capital resource management plan that meets and/or exceeds the organizational objectives across all sites with strategic key actions, targets, and measures of success including its complementing resources, tools, and support services facilitated and provided by these organizational units:
    • Human Resources
    • Organizational Development
    • HRIS Systems
    • Compensation and Benefits
    • Legal Management
    • Corporate Social Responsibility
    • Learning and Development
    • Recruitment and Sourcing
    • Health, Safety, and Security
  • Ensures that the HR goals and plans address the current and future operational needs of the business while collaborating closely with senior executives.
  • Directs the development of policies, procedures, and quality standards that support the smooth delivery and implementation of all HCRM programs and services.
  • Builds and develops a high performing team.
  • Represents the HR team in various business meetings including presentations to existing and prospective clients to promote current and new programs, policies, and procedures.
  • Evaluates company culture and provides recommendations on changes to accomplish company goals and objectives; upholds and promotes the company’s core values, norms, standard operating policies, and procedures.
  • Prepares (in conjunction with Finance and Operational leaders) a budget for the entire HCRM unit including anticipated and unanticipated costs and expenses for the organization’s human capital and facility needs.
  • Drives the creation and implementation of strategic development programs that meet the personal, professional, and organizational needs of all employees.
  • Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.
  • Constantly reviews procedures and technology solutions to improve human resources data management.
  • Recommends and maintains an organizational structure and staffing levels to accomplish company goals and objectives.
  • Reviews consolidated progress reports of the unit to map out quick wins and long-term solutions to manage any opportunities or risks relevant to the company’s business plans.
  • 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; in particular, manages the HRIS database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
  • Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
  • Keeps management updated on every aspect of human capital resource management including opportunities in the marketplace and any developments that may impact the business in any way.
  • Further develops and creates key touchpoints across the employee journey/lifecycle ensuring that every employee touchpoint is designed with the customer (employee) in mind.
  • Maintains ethical practices that nurture a positive work environment that attracts, retains, and motivates high potential employees at all levels.
  • Serves as the key business partner to the country head by providing sound advice, counsel, coaching, and improvement initiatives to the executive team and the entire HCRM team.
  • Maintains a positive and well-functioning work environment that highly motivates teams to achieve and maintain outstanding customer experiences.
  • Establishes credibility throughout the organization as an effective listener and problem solver of people issues.
  • Ensures the HCRM team’s efficiency and productivity by managing their workload allocations, trainings, and problem resolutions; performance reviews; and makes keen recommendations for personnel actions in line with their personal and professional development.
  • Performs additional work as may be required from time to time within the terms and conditions aligned to the strategic directives and foresight of the business.


  • Minimum 10 years’ experience in HR management.
  • Proven track record of building a modern HR organization structure, creating vision/ strategy, and operationalizing to deliver high employee satisfaction and engagement.
  • Proven track record in designing and improving benefits programs to deliver higher employee connectivity to the business.
  • Familiarity with Canadian labor law and practices.
  • Strategic thinker with a vision for success yet interested in, and attentive to, execution, details, and operational issues.
  • Strong interpersonal and communication skills with clarity and accuracy.
  • Ability to recognize and maximize opportunity on behalf of the organization.
  • A teambuilding, collegial approach to work, providing vision and inspiration, and inspiring respect and trust.
  • Driven, energetic entrepreneurial leadership qualities.
  • Regards integrity, respect, professionalism, innovation, and commitment as critical work values.
  • Ability to work effectively with a culturally diverse workforce and provide leadership through organizational change.
  • Bilingual, French-Canadian and English, preferred.
  • Bachelor’s degree related to business management, industrial organization, or any other relevant fields required; master’s degree or professional certification preferred.


Compensation will be commensurate with experience including a competitive base salary, bonus opportunity, and competitive benefits package.


Gregory Lynn Tennent