Sat, 14 May 2011, 18:15:26 EST Sat, 14 May 2011, 18:15:26 EST list http://www.head2head.ca/jobs.php?p=45 The place for Head2Head HR Jobs 15 http://www.head2head.ca/nav/images/head2headlogo.gif http://www.head2head.ca/jobs.php?p=45 http://www.head2head.ca/jobs.php?p=45&jobid=5748564 Fri, 13 May 2011, 10:00:00 EST Our client, an industry leader for over 55 years, offers a wide range of upscale masonry products for residential, commercial, and construction projects. Seeking a seasoned full time, permanent Payroll HR Coordinator to join its Brampton operations, our client is offering an above average compensation package for this exciting position. The successful individual will be responsible for the processing administration of payroll for its 230 employees, as well as providing a range of HR Benefits support services.Duties will include, but not be limited to: Process any changes relating to new hires, salaries, promotions, transfers and terminations Administer benefits, pension plan, WSIB, union dues, etc. Process all year end filings and reconciliations Calculate all employee sales commissions on a monthly basis Provide reports ad hoc information to managers to support budgeting and operations Act as benefits liaison between employees and insurance carrier(s) Compile and report on HR statistics (i.e. accidents, turnover, headcount) Update Employee Handbooks as necessaryQualifications: At least 10 years' payroll experience At least 3 4 years' payroll supervisor experience (for companies with at least 200 300 employees) Excellent understanding of Canadian government payroll regulations Excellent computer skills including MS OfficeAssets: Payroll Manager or Payroll Supervisor certification Experience with ADP software http://www.head2head.ca/jobs.php?p=45&jobid=5748152 Tue, 10 May 2011, 10:00:00 EST Our client, a dynamic organization in the mining industry is currently seeking a Human Resource Manager of Exploration. This role will support global HR programs for the organization. This role requires frequent international travel. Key Responsibilities: providing day to day HR support to leadership members (recruitment, organizational design, talent management, learning & development, rewards, mobility, labour relations and HR systems) assist with various HR projects oversee the development and implementation of global policies managing and maintaining talent pool develop and implement recruitment strategiesRequirements: University degree CHRP 5 10 years experience within HR, supporting a global team bilingual (Spanish) an asset experience working in complex cross cultural organizationsAre you looking for the next step in your career? Do you enjoy extensive travel within your role?  http://www.head2head.ca/jobs.php?p=45&jobid=5747379 Tue, 19 Apr 2011, 10:00:00 EST Head2Head Innovative.  Invested.  Brilliant.Excellent opportunity for a passionate and dedicated HR leader with a strong focus on OD and Talent Management.  This role is perfect for individuals who can think strategically but who aren't afraid to roll up their sleeves and get in front of the business.As the VP of HR you will work collaboratively with the leadership team to plan, develop, implement and performance manage all facets of HR from recruitment to retention to workforce planning.  You have experience managing up to a team of 5 HR professionals and have proven capability to hold people accountable to personal and business objectives.  As a strategic leader your goal will be to align business objectives with HR initiatives that inspire service excellence and promote engagement.  You bring fresh, out of the box thinking to HR that drive positive change and builds a best in class, high performing culture.  Some key HR initiatives: Drive increased engagement through HR programs Deliver talent attraction strategies that win top talent Develop OD strategies Workforce planning and ER Training and development People management More good stuff to know about the role and the company: HR sits at the leadership table and is empowered to impact the organization at all levels Midsized, creative environnment growing through M&A and is an industry leader Privately owned; Canadian operation has loads of autonomy from US parent The leadership team is brilliant you will work with some of the brightest minds in the biz Fast paced, high energy, entrepreneurial environment that thrives on innovation Lots of perks and a focus on employee wellness programs as part of total rewards   http://www.head2head.ca/jobs.php?p=45&jobid=5747514 Mon, 18 Apr 2011, 10:00:00 EST Our client, a dynamic leader in the media industry, is seeking an HR Consultant for a 6 month contract, with the possibility of extension and or full time status thereafter.The successful candidate will be responsible for the front line delivery of numerous HR services program for a multitude of client groups, ranging from mid evel management to executive level. He she will have experience with a corporate setting, and will have exposure to every single department ranging from call centre to marketing to production.Must Haves – Degree diploma in HR Management, solid experience within HR (minimum 3 years), strong employee relations background in a non unionized environmen, can work both independently and with a large HR teamNice to Have – Health and safety experienceSoft Skills – Strong communication problem solving skills; client customer service orientation; ability to think proactively and independently http://www.head2head.ca/jobs.php?p=45&jobid=5746027 Wed, 13 Apr 2011, 10:00:00 EST HR Generalist – 2 Roles:·         HR Generalist – Labour Relations·         HR Generalist – Information Services OVERVIEW:Our client, a dynamic technology company, located in downtown Toronto, is structuring to meet the growth demands of the business. As a result, we have a number of exciting opportunities for Human Resources professionals including two HR Generalists roles.    KEY RESPONSIBILITIES:The HR Generalist is the main HR point of contact for specific client groups in the organization, building relationships founded on trust and credibility, and effectively partnering with and supporting clients in meeting their Human Resource needs and the delivery of programs.     One of the roles is more focused on labour relations and will work with specific client groups, one of which is unionized. KEY RESPONSIBILITIES:     Provides information, direction and counsel to employees in dealing with HR, employee relations and labour relations matters Works with managers to identify resource needs  Conducts sourcing and selection for all roles up to and including Manager level searches and onboards new talent Interprets and applies the collective agreement; assists in the resolution of grievances; participates in labour management meetings and other proceedings Supports the collective bargaining process Helps the client groups in driving employee engagement through action planning and interpretation of results  Rolls out programs to client groups, such as compensation and performance management programs Provides advice to managers regarding programs and collaborates with Corporate Human Resources to ensure programs meet the needs of the business Ensures compliance with HR risk policies and standards and employment legislation     QUALIFICATIONS: A minimum of 5 7 years of human resources generalist experience, including labour relations experience, and a university degree in a human resources related field preferred, or the equivalent combination of education and experience TO APPLY TO THIS POSITION PLEASE USE THE FOLLOWING LINK:http: head2head.catsone.com careers index.php?m portal&a details&jobOrderID 387075 http://www.head2head.ca/jobs.php?p=45&jobid=5746028 Wed, 13 Apr 2011, 10:00:00 EST OVERVIEW:Our client is a high growth, very stable and profitable mid size software development and technology solutions company in the GTA. The organization is a market leader in its field both in Canada and internationally. The company is privately owned and is actively investing in new product development and is successfully building business in new industry sectors while consolidating its market share in its core areas of strength.  Requirements:The Training Coordinator is responsible to work collaboratively with the Information Services business to ensure that learning needs are met.  This cycle begins with needs assessment, and includes sourcing, selection, managing employee requests for training, organizing training, and finally, tracking and follow up.  Key Responsibilities:·      Identifies training needs in conjunction with the HR Generalist for Information Services and line managers·      Provides information and advice to managers and employees around IS training programs·      Researches training options and participates in the vendor selection process·      Maintains a training resource library·      Coordinates the training request process, including developing processes to manage training requests and tracking training·      Organizes on site and off site training programs, including scheduling, invitations, room set up, and invoicing·      Leveraging technology, maintains training and development records for all IS employees·      Reports to IS leadership on training initiatives·      Works in conjunction with HR Generalist to assist managers in sourcing programs for employee development plans·      Tracks and follows up on development plan progress http://www.head2head.ca/jobs.php?p=45&jobid=5746030 Wed, 13 Apr 2011, 10:00:00 EST Human Capital Leader (Sr. Manager Director level) Our client is a high growth, very stable and profitable mid size software development and technology solutions company in the GTA. The organization is a market leader in its field both in Canada and internationally. The company is privately owned and is actively investing in new product development and is successfully building business in new industry sectors while consolidating its market share in its core areas of strength.  Due to company growth and development, the Human Resources team is evolving to meet the needs of this changing business. AS a result, a new role exists for a Human Capital Leader to join the organization. This position offers the opportunity to be a thought leader and to develop best in class programs, while acquiring broad based, career advancing experience and making a true impact on the organization.  Position Summary:  The Human Capital Leader is responsible for leading the design, development and execution of Human Capital initiatives and programs that support the Human Capital Strategy and HR strategy. The scope includes, talent management, succession planning, performance management, leadership development, learning and development, and employee engagement.   Role Responsibilities Talent Management, Succession Planning Identify human capital requirements for organization in conjunction with CHRO and Senior HR Business Partner.  Build plans that support the organization in understanding those requirements, the objectives of Human Capital Strategy, and support the change management. Lead the design, development and introduction of programs, tools, processes and practices that support CHRO, Senior HR Business Partner and LOB in developing Human Capital. Assess where external vendors required appropriate in designing solutions. Design and facilitate the Talent Review and Succession Planning process. Manage external vendors  Performance Management Based on understanding of Business strategy and Human Capital strategy, identify opportunities to enhance and improve business performance. Lead the communications on Balanced Scorecard and performance management systems Lead the design, development, and enhancements of the company's performance management systems to increase performance, productivity, and achievement of business goals  Leadership Development Build plan and manage the introduction, communication, and integration of the company's Leadership Capabilities into performance management and development Identify leadership development themes, areas requiring development for organization Lead the design, development and implementation of Leadership Programs and initiatives based on those themes. Develop a roadmap with identified programs, actions, experiences that support development of leaders and key talent. Be the expert in internal versus external development options, providing counsel and recommendations to CHRO, Senior HR Business Partner and LOB on leadership development options Select, engage, manage external vendors  Learning & Development Lead the design and implementation of individual development including development planning, career paths, and development programs. Identify technology solutions to support program management, tracking, reporting, follow up Identify elearning tools, opportunities that leverage technology to support individual leadership capability, and functional skill building Select, engage, manage external vendors    Employee Engagement Direct the development and assist with the strategic direction of employee engagement programs and initiatives. Develop and manage effective processes and tools to monitor and measure employee engagement results Manage reporting, external vendors  HRLT HR Function As member of HRLT, contributes to development of HR strategy, aligned with and supporting business strategies. Leads implementation of HR strategies within client groups Contributes to overall development of HR team Contributes to development of HR programs, practices and processes Brings thought leadership, recommendations to HRLT on best practices, emerging trends, innovative thinking that contribute to value add HR solutions  ComplianceEnsures compliance with HR risk policies and standards http://www.head2head.ca/jobs.php?p=45&jobid=5746026 Wed, 13 Apr 2011, 10:00:00 EST OVERVIEW: Our client is a high growth, very stable and profitable mid size software development and technology solutions company in the GTA. The organization is a market leader in its field both in Canada and internationally. The company is privately owned and is actively investing in new product development and is successfully building business in new industry sectors while consolidating its market share in its core areas of strength.  Due to company growth and development, the Human Resources team is evolving to meet the needs of this changing business. As a result, we have a number of exciting opportunities for Human Resources professionals including a Compensation & Benefits Specialist. The Compensation and Benefits Specialist is responsible for administering, coordinating, processing and maintaining all aspects of compensation, benefits, pensions, and job evaluation. The individual will also have responsibility for HR systems, reports, health and safety and policy management. KEY RESPONSIBILITIES:·     Plan, coordinate, manage, implement and evaluate compensation, benefits and pension plans.·       Contribute to the development of compensation practices and policies for base salary and incentive programs (STIP, LTIP, employee rewards).·       Create compensation models and provide ad hoc analysis in support of plan recommendations.·       Administer group benefits, pension, savings plans, working with carriers. Conduct research with benefit consultants on employee benefit practices, recommending changes to existing plans.·       Coordinate external vendors to provide employee education on benefits, pension, health and wellness.·       Participate in salary and benefit surveys and analyze survey data.·       Lead the coordination of compensation program management. Track, calculate, and process all compensation programs (merit increases, Short Term Incentive Plans and Long Term Incentive Plans).·       Provide support to the Compensation Leader in the development of compensation communications, training, and briefing materials.·       Conduct job analysis and evaluate jobs using established evaluation systems, determine grades, and prepare records on the validity of the evaluations.·       Coordinate health and safety initiatives and maintain wellness programs.·       Maintain health and safety and other compliance records (AODA, Code of Conduct, Workplace Violence and Harassment).·       Liaise with internal stakeholders and external organizations, such as consultants, insurance companies, government departments, and agencies.·       Manage policy updates and communication of policies.·       Manage all HR reporting using Crystal Reports.·       Act as payroll backup. http://www.head2head.ca/jobs.php?p=45&jobid=5746535 Wed, 06 Apr 2011, 10:00:00 EST Compensation, Compliance & HR Operations Leader   (Sr. Manager Director level) Our client is a high growth, very stable and profitable mid size software development and technology solutions company in the GTA. The organization is a market leader in its field both in Canada and internationally. The company is privately owned and is actively investing in new product development and is successfully building business in new industry sectors while consolidating its market share in its core areas of strength.  Due to company growth and development, the Human Resources team is evolving to meet the needs of this changing business. As a result, a new role exists for a Compensation, Compliance and HR Operations Leader to join the organization. This position offers the opportunity to be a thought leader and to develop best in class programs, while acquiring broad based, career advancing experience and making a true impact on the organization.  Position Summary: The Compensation, Compliance, and Operations Leader is responsible for development, delivery, management and administration of all compensation, benefits, pension, payroll and employee health and wellness programs. The role is also responsible for the systems, processes, policies and standards that support an efficient, productive HR function that leverages technology. Role Responsibilities Compensation, Benefits, Pension, Benefits·         Provide support to CHRO on all matters related to executive compensation including: policy, communications, salary recommendations, pay band review, market analysis, reporting, and related projects·         Provide analysis on competitive pay levels and market trends as required for the executive compensation materials required by the Management Resources and Compensation Committee (MRCC)·         Maintain all executive compensation and benefits data and provide analysis and reporting as required·         Lead compensation reviews, recommendations on compensation structure, design, payments and communications. Provide analysis on competitive pay levels and market trends. Prepare information on recommendations to Executive Team and Board.·         Manage, administer and coordinate all compensation programs including short and long term annual incentive plans and payouts.·         Coordinate the long term incentive processes throughout the year including; tracking and cancellation, communication with the Finance and Treasury departments, monthly quarterly reporting, and the interim grants process·         Participate in surveys including gathering, analyzing market data ·         Support education and communication initiatives regarding changes to compensation programs·         Play a key role in all documentation review, audits and annual program reviews·         Oversee Payroll, ensuring reporting, compliance, management of external vendor·         Conduct benefit reviews, lead negotiations on benefit contracts. Oversee benefit program management·         Manage 3rd party relationships with benefit and pension consultants, including program design changes, rates, reporting. Lead planning, management of employee education on benefits, pension. Employee Health & Wellness·         Manage the Joint Health & Safety Committee·         Identify programs, policies and practices that support Employee Health & Wellness. Lead planning, implementation of programs, communications.  Policies, processes, systems, reporting·         Oversee, manage, and recommend policy revisions as required to support culture, business objectives and compliance for the business·         Identify systems needs e.g. HRIS. Make recommendations on systems to support HR productivity and efficiency. Lead the process in determining needs, criteria, and implementation of systems.·         Manage HR data, analytics requirements·         Act as champion of HR process and productivity improvements. In particular lead identification of process improvements that leverage technology.·         Oversee, manage outputs, data, reporting, and analytics. HRLT HR Function As member of HRLT, contributes to development of HR strategy, aligned with and supporting business strategies. Contributes to overall development of HR team Contributes to development of HR programs, practices and processes Brings thought leadership, recommendations to HRLT on best practices, emerging trends, innovative thinking that contribute to value add HR solutions http://www.head2head.ca/jobs.php?p=45&jobid=5746358 Mon, 14 Mar 2011, 10:00:00 EST http://www.head2head.ca/jobs.php?p=45&jobid=5746311 Fri, 11 Mar 2011, 10:00:00 EST http://www.head2head.ca/jobs.php?p=45&jobid=5745784 Thu, 10 Mar 2011, 10:00:00 EST