Senior Manager, Talent & Organizational Development

at  Miller Waste System

Senior Manager, Talent and Organizational Development
Location: Markham, ON (onsite)
Position Type: Full-time- permanent
Reporting: VP, People and Culture
Travel: Required, ad hoc

COMPETENCIES & QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Equity, Diversity and Inclusion, Organizational or Industrial Relations, or a related field; Master’s degree or professional certification (e.g., CHRP, CHRL), an asset.
• 7-10+ years of progressive experience in Human Resources, ED&I, and leading teams.
• Experience in learning and development.
• Strong knowledge of HR principles, practices, and methodologies.
• Proficiency in ATS, LMS systems, and Microsoft Office, including Word, Excel, PowerPoint, and Teams.
• Excellent people and relationship management skills.
• Assumes accountability for decisions made and results achieved, while empowering others to maximize their involvement and contribution to the success of the Company.
• Attention to detail and the ability to follow and create standard procedures.
• Ability to build positive professional relationships and work collaboratively with functional and operational employees at all levels of the organization.
• Strong communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams and senior leadership.
• Demonstrated ability to manage multiple priorities and projects in a fast-paced environment.
• Knowledge of relevant legislation and regulations governing compensation and benefits, such as employment standards, pay equity, and tax laws.
• Proven track record of driving results and delivering value through people.
• High level of integrity, discretion, and confidentiality when handling sensitive information.
• Possess a valid driver’s licence and have the flexibility and ability to travel to locations within the Company.
• Takes pride in driving oneself and others towards operational excellence.
  Flexibility is also required as this position occasionally requires travel, early starts, late finishes and on rare occasions weekend work. This is an in-office role, but occasional remote work is acceptable when approved.
  We realize that you may not feel you have every qualification listed and that working to secure a career can be stressful. If you feel that you meet most of the company’s needs and that your passion for your work adds value to a growing company, we would still love to hear from you.
  Miller Waste Systems is committed to equity, diversity, and inclusivity in the workplace, we welcome applications from women, racially visible individuals, people with disabilities, indigenous peoples, and LGBTQ2S+ persons.
  Miller Waste Systems strives to be ‘only the best’. As a privately owned and operated Waste Company we have 50 years’ experience of providing quality service to all our customers. We have been successful in achieving this goal by providing a family and employee centric environment at all our locations. By providing an industry leading work environment and compensation, benefits, and pension programs, Miller Waste continues to grow our business

• Lead a team of human resources professionals supporting front-line operations in day-to-day and future people planning initiatives.
• Provide leadership, coaching, and guidance to the talent and learning team members, fostering a culture of accountability, innovation, and continuous improvement.
• Drive initiatives to promote an engaged culture and psychological well-being throughout the organization, ensuring fair and equitable practices.
• Lead a talent review and succession planning framework across the organization.
• Build a diverse and ready pipeline of high-potential successors for business-critical roles and ensure future talent and business objectives can be met.
• Lead the performance management program (objective setting, check-ins, coaching, year-end assessments, and promotions) and development/career planning practices, which includes processes, system integration, change management, tools/resources, and training.
• Review new hire feedback to identify company-wide opportunities to improve interview and onboarding experiences.
• Ensure MWS recruitment branding and customer service from initial posting through 90-day review.
• Design, implement and manage a strategy to support talent pipeline development.
• Setting and leading a measurement strategy to assess and monitor the effectiveness of talent management programs/processes and identify enhancements that will drive meaningful change.
• Conducting and leveraging analytics, expertise and ongoing research to measure talent pipeline and KPIs, including reviewing current talent management programs and developing an efficient and streamlined talent management program.
• Oversee the development and maintenance of a leadership training program.
• Implement and manage the future vision of Learning Management Software.
• Work with the learning team to establish necessary career paths for technical, managerial, and support roles, and to develop materials to support these career paths including position descriptions and organizational learning plans.
• Work with Managers and People and Culture Team to identify training required to meet current skills, knowledge gaps and future needs.
• Review feedback from training sessions to assess success of the program and identify opportunities for improvement
• Identify internal and external employment labour market trends for recruitment, retention, and learning best practices and recommend improvements, programs, and efficiencies.
• Support the research and development of a comprehensive EDI strategy that aligns with the company’s mission, values, and strategic goals.
• Establish and maintain relationships across MWS to understand their needs, goals, and challenges; ensure alignment with the company’s overall EDI strategy and provide guidance, resources, and support as needed.
• Lead and support events and initiatives to engage employees and promote awareness and understanding of diverse perspectives and experiences.
• Conduct regular assessments and analyses to track participation, measure the effectiveness of EDI initiatives and identify opportunities for improvement and growth.
• Assist with development and delivery of inclusion-related programs/removing potential barriers.
• Evaluate ongoing development of Talent, Learning, and EDI policies, practices, and procedures.
• Report on team KPIs and monthly dashboard to VP, People and Culture.