The Opportunity
Reporting to the EVP, Chief Talent and Corporate Affairs Officer, of RCL-Reitmans Canada, the VP Human Resources is a senior, strategic HR leader with a strong reputation for driving organizational performance, shaping culture, and enabling leadership effectiveness. This role positions HR as a trusted, high-impact partner that translates business priorities into actionable, future-ready practices. The VP HR champions modern, data-driven, and digitally enabled HR solutions, ensuring the organization can attract, retain, and develop talent while reducing friction, enhancing collaboration, and preparing for sustainable growth.
This leader is accountable for building a world-class HR function that balances operational excellence with innovation, embeds HR deeply in business decision-making, and continuously evolves people strategies to meet current and future organizational needs.
How Youâll Shape the Organization
1. HR Strategy & Execution
- Define and lead HR strategy aligned with business priorities, workforce trends, and future organizational needs.
- Oversee HR operationsâincluding HR Business Partners, Total Rewards, and Health & Safetyâensuring efficiency, clarity, and measurable impact.
- Position HR as a reliable, strategic partner that enables leaders and teams to deliver results and drive cultural excellence.
2. HR Business Partnering & HR PODs
- Lead integrated HR PODs aligned to business segments, combining HRBPs and functional experts.
- Transform HRBPs into embedded strategic partners who actively shape leadership decisions and business outcomes.
- Design a seamless HR service model that emphasizes accountability, collaboration, and consistent results across the organization.
3. Talent, Performance & Leadership Excellence
- Partner with Centers of Expertise to ensure adoption of best practices at scale and integration with business priorities.
- Elevate leadership capability through coaching, mentoring, and structured talent development initiatives.
- Embed modern leadership competencies such as agility, resilience, and digital fluency into talent and leadership programs.
4. Governance, Metrics & Data-Driven HR
- Implement disciplined HR governance, operational KPIs, and performance dashboards.
- Drive decisions using data analytics, predictive insights, and workforce intelligence to anticipate organizational needs and optimize HR impact.
- Ensure consistent, high-quality HR practices that reinforce fairness, compliance, and operational efficiency.
5. Total Rewards & Employee Value Proposition
- Lead competitive, equitable, and financially disciplined compensation and benefits strategies.
- Innovate reward programs to reflect evolving employee expectations, market trends, and the organizationâs strategic priorities.
- Support leaders on workforce planning and reward decisions that reinforce performance, retention, and engagement.
6. Future-Ready HR & Digital Transformation
- Champion HR digital transformation, including AI, automation, smart HR systems, and data-driven decision-making.
- Simplify processes, reduce bureaucracy, and redesign workflows to empower leaders and employees while maintaining governance and control.
- Anticipate future organizational trends and position HR as a proactive, modern, and credible partner.
- Integrate advanced HR capabilities such as DEI, employee experience design, agile workforce strategies, and change management across all HR programs.