Director, Human Resources

The Canadian Bar Association (CBA) is the voice of Canada’s legal profession, representing over 40,000 lawyers, judges, notaries, academics, and students across the country. Headquartered at its National Office in Ottawa, the CBA champions the legal profession and the rule of law in Canada, delivering advocacy on behalf of the legal community and high-quality professional development, conferences, and resources to members nationwide.

Position Summary

Reporting to the Chief Executive Officer (CEO), the Director, Human Resources is accountable for all aspects of human resources activities at the CBA. The Director is a hands-on leader and a strategic business partner to senior leadership. The Director is responsible for retention, organizational development, compensation, and labour relations in a unionized environment. Current priorities are designing and implementing the CBA's performance management process and driving its consistent use by managers, then streamlining and simplifying HR's own processes maximizing use of the technology already in place. This is a leadership position requiring a high level of discretion and confidentiality.

Location

Scope

The Director, Human Resources leads a team of three (approximately 2.5 FTE — an HR business partner, payroll at 0.5 FTE, and reception) and is accountable for HR service delivery to approximately 70 employees at the CBA's national office, including approximately 55 employees in one bargaining unit under a single collective agreement. This is a hands-on leadership role in which the Director, Human Resources personally delivers as well as directs.

Work Model

Hybrid. This position requires a minimum of four days per week on-site at the CBA's Ottawa office.

Languages

The CBA delivers services in both of Canada’s official languages. Bilingual skills, both written and oral, are required.

$120,000-$145,000 per year

• Short term and Long term disability
• EAP
• Professional Development Funding
• Yearly Wellness Credit
• Pension

Responsibilities

• Oversee HR activities across the organization as a strategic business partner to senior leadership, designing and implementing HR strategies aligned with organizational objectives
• Assess the capability and structure of the HR function against organizational needs and, with CEO support, develop the team's capacity accordingly
• Lead, coach and manage a small team of three (approximately 2.5 FTE): an HR business partner, payroll (0.5 FTE), and reception
• Lead research and analysis of organizational and employee trends to improve data-driven employee lifecycle management
• Lead succession management and professional development for leaders and managers
• Design, implement, and administer the CBA's performance management process, including basic accountability and feedback mechanisms, and drive its consistent use by managers
• Streamline and simplify HR and payroll processes, including full adoption of existing HR system functionality, with the Director, Information Technology
• Scope, procure, and manage external HR consultants against defined deliverables, timelines, and budgets
• Ensure compliance with employment legislation, including the Occupational Health and Safety Act, Accessibility for Ontarians with Disabilities Act, Pay Equity Act, and Employment Standards Act
• Lead collective bargaining and oversee Labour and Employee Relations, including grievance management, accommodation and return-to-work, internal investigations, and union-management and Joint Health and Safety Committee meetings
• Advise the Board of Directors on HR issues across the organization
• Manage the departmental budget and vendor relationships to secure financial efficiencies and best value, including front-office administration
• Other duties and projects as assigned

Key Relationships

CEO (direct report), Department heads, bargaining agent representatives, the Joint Health and Safety Committee, external counsel, benefits carriers, HR service providers, Board of Directors and its committees, the Director, Information Technology, and Branch Executive Directors.

Qualifications

Education

• Bachelor’s degree with specialization in Human Resources, Labour Relations, or a related field, or an equivalent combination of education and experience
• Certified Human Resources Leader (CHRL), Chartered Professional in Human Resources (CPHR), or an equivalent professional HR designation is preferred, or a willingness to obtain within an agreed timeframe
• Master’s degree in Human Resources, Business Administration, Industrial/Labour Relations, Organizational Development, Public Administration, or a related field is an asset
• Certified Human Resources Executive (CHRE), Fellow Chartered Professional in Human Resources (FCPHR), or an equivalent senior-level HR designation is considered an asset

Experience

The experience below reflects a progressive HR career and may be gained concurrently — for example, HR Manager and unionized-environment experience earned in the same role would both count.

• Minimum 10 years’ experience in HR roles of progressively increasing responsibilities
• Minimum 3-4 years’ experience managing direct and indirect reports
• Minimum 3 years’ experience as an HR Manager overseeing full-cycle HR functions and/or HR processes across the organization
• Minimum 3 years’ experience working in a unionized environment
• Demonstrated experience designing, implementing, and securing manager adoption of a performance management process
• Expert and in-depth knowledge of regulatory and compliance requirements for HR functioning of a non-profit organization

Skills and Abilities

• Strong leadership skills, with the ability to mentor, coach, and build consensus among colleagues, management, and unionized membership on matters of strategic impact across the organization
• Strong verbal and written communication skills, with the ability to provide HR advice and resolve complex policy and collective agreement disputes with internal and external stakeholders
• Strong data-driven research and analysis skills to support development of new HR processes with impact across the organization
• Ability to manage multiple competing demands in a fast-paced environment, balancing organization-wide HR functions with duties outside traditional HR scope
• Proficient in Office suite, with the ability to work independently without administrative support
• Expert knowledge of regulatory and compliance requirements governing HR functions in a non-profit organization
• Demonstrated ability to secure adoption of new processes and of existing technology among managers and staff, including where established practice has been to work around available tools
• Ability to work in both official languages is required
• High level of confidentiality and discretion is required

The CBA does not use artificial intelligence to screen, assess, or select applicants for this position.

We sincerely thank all applicants for their interest. Applicants who are interviewed for this position will be informed of the outcome within 45 days of their final interview. Separately, applicants are encouraged to join the CBA Talent Community, a candidate list that may be considered for future positions of various tenures. Joining the Talent Community is optional and is not part of the application process for this position.

The CBA is committed to the principles of equity, diversity, and inclusion in its learning, work environments, and in its operations. We encourage applications from traditionally marginalized groups. We believe in and promote the rights of all persons with disabilities as outlined in the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA 2005) and its related Accessibility Standards Regulations. To meet this obligation, the CBA will make appropriate accommodations available upon request. Please inform the CBA, in advance, of the need for accommodation(s) during the recruitment and selection process to ensure your equal participation. Requests can be made by email to HR (@) cba.org.