VP, HR Business Partners & Organizational Effectiveness (US)

For more than 20 years, PointClickCare has been the backbone of senior care. We’ve amassed the richest senior care dataset making our market density untouchable and our connections to the healthcare ecosystem exponentially more powerful than those of any other platform.

With Collective Medical & Audacious Inquiry, we’ve become the most expansive, full-continuum care collaboration network, offering care teams immediate, point-of-care access to deep, real-time insights at every stage of a patient’s journey.

For more information on PointClickCare, please connect with us on Glassdoor and LinkedIn.

As a key member of the Human Resources Senior Leadership Team, the incumbent will hold a strategic and critical leadership position, responsible for (1) leading PointClickCare’s (the “Company”) HR Strategic Business Partners; (2) collaborating with the Company’s leadership teams to analyze, develop, implement, and monitor organizational structures and processes to align the Company’s workforce to its business strategy; and (3) leading the development of strategic workforce planning, including defining and assessing the short- and long-term people needs of the Company in terms of workforce size, skills and capabilities.

Key Responsibilities: Leadership of HR Business Partner function

• Provides direction, management, oversight and development of the HRBPs.
• Collaborates with senior/executive leadership within the business to develop and execute HR strategies that support business goals.
• Partners with the HR COE VPs to create the necessary organizational alignment with all strategic, business and operational planning processes to ensure that leadership, management and other key talent requirements are identified and met.
• Acts as a thought partner to, and challenges, the HRBPs to think differently regarding HR and operational issues and models creative problem-solving to impact business decisions.
• Supports and engages with leaders on the more complex employee relations issues.
• Promotes a positive work environment in alignment with the Company’s culture.
• Collaborates on crafting clear and consistent communications to keep employees informed about changes, addressing concerns, and highlighting benefits.
• Collaborates closely with the Strategic Delivery Office (the “SDO”) to assist in the delivery of programs and change management processes.
• Assists the change management arm of the SDO to orchestrate the pace and process of change (i.e., new rollouts, programs, tools, etc.) to ensure delivery of outcomes.
• Shares key insights and actions based on HR data and metrics.
• Drives diversity awareness and demonstrates behaviours that create a culture of acceptance and inclusion.

Key Responsibilities: Organizational Design

• Provides strategic and operational guidance to the organization on various aspects of organizational design, resulting in better-aligned structures to support corporate business strategies.
• Consults with business leaders to assess, identify and respond to key organizational issues and challenges.
• Partners with the HR COE VPs to develop and implement organization design frameworks, methodologies and processes that align with the Company’s business strategies and objectives.
• Partners with business leaders to organize their optimal structure and human capital requirements.
• Conducts organizational assessments and diagnostics to identify gaps, issues and opportunities or improvement in the structure, processes, roles, and capabilities of the organizations.
• Evaluates and measures the impact and outcomes of organizational design and change interventions and provides feedback and recommendations for effectiveness and continuous improvement.
• Partners with the HR COE VPs to identify the HR levers (selection, diversity, job design, training, compensation, recognition) that will improve the impact of organizational capability on business outcomes.

Key Responsibilities: Workforce Planning

• In partnership with the business, identifies and assesses the Company’s needs in terms of workforce skills, capability and cost to achieve the Company’s short- and long-term strategic objectives.
• Helps business units and functions translate their business strategies into workforce plans, while constantly re-evaluating the company’s workforce with respect to the future business and the overall workforce transformation vision.
• In partnership with Talent Acquisition, identifies gaps between workforce supply and demand over time and assists with aligning talent acquisition with emerging skills and future business needs.
• In partnership with the HR COE VPs, develops agile talent management strategies to adapt to unpredictable skills evolution and redefinition of roles to remain competitive.
• Models the right people with the right skills to appropriate work.
• Continuously monitors the progress against both the workforce and the Company’s business plan, with the ability to course correct as things change.
• Assesses the impact of AI and a remote/hybrid working model on workforce planning.

Qualifications

• Ten to fifteen years of progressive HR experience, preferably at the VP level, including three to five years reporting into the top HR leader.
• Minimum of five years of organizational design and workforce planning experience, including identifying and responding to business, culture and leadership effectiveness and alignment issues and challenges.
• Direct experience with the C-level and other senior leaders and leadership teams on organization capability challenges, effectiveness and issues. Ability to develop pragmatic and scalable solutions and win support for implementation.
• Experience in helping leaders introduce and successfully manage large-scale organizational transformation and change.
• Experience operating within and across corporate functions and multiple business units/divisions.
• Ability to influence and team with both senior leaders and peers on key initiatives.
• Demonstrated experience in developing/increasing HR’s capabilities in organizational effectiveness.
• Evidence of strong project management skills.
• Prior success in working and partnering with senior HR leaders.
• Superb analytical and problem-solving skills.
• Strong understanding of HR best practices, employment laws, and industry trends.
• Excellent communication, interpersonal, and negotiation skills.
• Strategic mindset with the ability to translate business needs into HR solutions.
• Strong people leadership, coaching and development of teams.
• Degree in human resources management, business administration or equivalent experience; degree in organizational design or organizational development preferred.
• Preference given to candidates in the Greater Toronto Area.

It is the policy of PointClickCare to ensure equal employment opportunity without discrimination or harassment on the basis of race, religion, national origin, status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, veteran status, genetic information, or any other basis protected by law. PointClickCare welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection process. Please contact [email protected] should you require any accommodations.

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At PointClickCare, base salary is one of the many components that make up our total rewards package. The USD base salary range for this position is $200,000 – $233,000 + bonus or commission + equity + benefits. Our salary ranges are determined by job and level. The range displayed on each job posting reflects the target for new hire salaries for the position across all US locations. Within the range, individual compensation is determined by job-related skills and knowledge, relevant experience including professional and lived experience, and/or work location. Your recruiter can share more information about our total rewards package during the hiring process.