Senior Director of People & Culture

at  Paladin Airport Security Services

Senior Director of People & Culture
As our Senior Director, People and Culture, you will be a key member of the senior leadership team. Reporting to the Vice President, Aviation, you will be responsible for designing, maintaining, and managing the Human Resources Strategy in support of the Vice President’s Annual Strategic Plan. The Senior Director will interact and be supported by a corporate team, including the Executive Vice President and that National Vice President of People & Culture for Paladin Security Group.
The primary purpose of this position is to manage and deliver a full range of both operational and strategic HR services to internal stakeholder groups (Leadership, Operations and Quality Assurance) and to facilitate maximum engagement in the day-to-day management of the People & Culture Managers who specialize in one or more areas, including: (1) Employee Care (Labour Relations); (2) Talent Acquisition; (3) Diversity, Equity, Inclusion & Belonging; (4) OH&S Safety; (5) Training & Development.
You will be responsible for analyzing business trends in staff planning, developing job descriptions, organizing hiring campaigns with internal and external marketing support from Paladin’s Corporate People & Culture Department, assessing current employee skills and organizational succession planning, tracking HR metrics, and promoting Paladin’s Culture of CARE (Curiosity, Accountability, Respect and Excellence), as well as fostering employee engagement and overall job enrichment amongst a unionized workforce.
Consequently, you will be the leading expert in all applicable Collective Agreements in the Pacific Region and be responsible for creating a specialized Labour Relations Training Program with the Manager of Training and Development to be delivered to the first and second-level operational supervisors in the Region to promote a harmonious working relationship with all unions. This role will also be responsible for Federal Government Employer’s Equity Program and OH&S standards.

KEY EXPERIENCE & QUALIFICATIONS

• A passionate people and culture leader with experience from a federally regulated employer in a fast paced and dynamic environment.
• Must have experience working with unions and an understanding of collective labour agreements, grievance processes, mediation/arbitration, and employee care programs.
• Has participated in a healthy and productive union environment.
• Has successfully led a high-volume talent acquisition team where talent is at a premium and innovative attraction campaigns have been implemented.
• Has worked in a performance driven environment where fulfilment of KPIs are critical to the overall success of the business.
• Has built and led successful onboarding and technical training programs.
• Demonstrated experience designing, developing, and delivering People and Culture programs and practices, preferably in an organization recognized as a leader in culture or employee experience.
• Experience in being a steward of culture in a high growth and people-centric organization.
• Experience in acting as a business partner to the executive team; an effective communicator and collaborator at the leadership level.
• High degree of emotional intelligence and learning agility; able to lead effectively through change and transformation, collaborate and navigate effectively, and build buy-in across levels and areas of the organization.
• Has knowledge and passion for the transportation industry.
• Bachelor’s Degree in a relevant field (Business Administration, Human Resources, Organizational Development, Commerce, or Industrial/Organizational Psychology), or related field.
• Upon successful hire, candidate will be required to obtain a Restricted Area Identity Card (RAIC) to access secure areas of the airport as and when required.

• Lead the people and culture function for the business unit. Work in partnership with the business unit leaders and the Corporate team to develop, recruit, retain and build a cohesive people strategy to support the business objectives of the program.
• Ensure consistent application of human resources policies, directives and procedures aligned with Corporate People & Culture Department with customization to CATSA deliverables outlined under the service agreement.
• Design and implement talent acquisition processes that are in line with customized hiring process for CATSA to ensure sufficient number of engaged and motivated staff, who are appropriately cleared (Transport Canada: Restricted Area Identity Cards) and qualified (training).
• Design and implemented a staffing plan for CATSA that includes recruitment, onboarding, and workforce planning practices meet operational needs and are consistent across the region, including contributing to adequate Staffing Plans.
• Collaborate with the leadership team to ensure successful implementation of HR Metrics is achieved according to Regional and individual airport needs and goals, including but not limited to gender parity and bilingual representation.
• Implement, in collaboration with the organizational leaders and within the context of the National framework, the professional development strategy for the region with support from the Manager, Training & Development.
• Manage and coordinate employee culture training, leadership development and succession planning to enhance competitive ability.
• Ensure that managers and employees have or can acquire the skills, knowledge and competencies to fulfill their dedicated roles for CATSA.
• Ensure that new employee orientation is conducted in a way that fosters a positive corporate culture toward CATSA service deliverables and Paladin’s company goals.
• Review, manage, monitor, and make improvements to the performance review process based on feedback from the Operations Leadership Team, including the Vice President, Senior Director, Operations Directors and Managers for the Pacific Region.
• Manage the promotion process in alignment with Paladin’s Corporate People & Culture Department standards, including intrinsic policies of Diversity, Equity and Inclusion.
• Coordinate Human Resources investigations through a team of Employee Care (Labour Relations) Advisors, including interviewing, suspending, and terminating employment for litigious matters, including, but not limited to Bullying and Harassment, Sexual Harassment, and any complaints on generally protected grounds related to Human Rights.
• Serve as a business partner with Screening Operations leadership by advising management in appropriate resolution of employee relations issues and safeguard that all employee needs are being managed in a professional and timely manner in accordance with the Collective Agreements.
• Works within the context of the framework of Paladin’s Corporate People & Culture Department to develop, implement, administer, and evaluate human resources policies in light of applicable Federal legislation and CATSA Contractor Directives to meet operational needs.
• Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are in compliance, including but not limited to Federal Government Employer’s Equity Program and Occupational Health & Safety.