Interim Director, Human Resources

IMMEDIATE INTERIM OPPORTUNITY Interim Director, Human Resources Reports To: Chief Executive Officer Duration: 6 months Location: Greater Toronto Area (Hybrid) Our client, a Canadian health services not-for-profit organization, is seeking an experienced Interim Director of Human Resources to provide leadership during a sensitive period of transition and change. This is a critical mandate. The organization requires a seasoned HR leader who can step in quickly, stabilize and lead the HR function operationally, while also conducting a thoughtful assessment of the people strategy, structure, policies, and practices. The interim will act as a trusted advisor to the CEO and leadership team, bringing a pragmatic, credible perspective on how to modernize and strengthen the HR function. Given the nature of the organization’s services, experience working in complex, regulated environments—ideally within hospitals, community health organizations, or broader healthcare—is strongly preferred. Mandate This is a classic “player-coach” interim assignment—leading the team day-to-day while simultaneously driving a forward-looking HR agenda. Key components include: Providing stability and leadership to the HR team through a period of organizational sensitivity Assessing the current state of HR (structure, capability, policies, processes, service delivery) Identifying priorities and implementing practical improvements Supporting and advising the CEO and senior leadership team on people, culture, and risk-related matters Ensuring the organization is appropriately positioned for potential unionization activity Key Responsibilities • HR Leadership & Team Oversight Lead, coach, and stabilize a small to mid-sized HR team through a demanding period Foster a credible, service-oriented HR function that supports leaders and staff effectively Establish clarity of roles, accountability, and service delivery expectations Build trust quickly across clinical and non-clinical teams • Operational HR Management Oversee all core HR functions including: Employee and labour relations Recruitment and onboarding Compensation and benefits Health, safety, and wellness Policy interpretation and compliance Ensure continuity of operations while identifying opportunities to streamline and improve delivery • Organizational Assessment & Modernization Conduct an objective, enterprise-wide assessment of HR policies, processes, and practices Identify gaps, inefficiencies, and areas of risk (including documentation, governance, and consistency) Develop and begin to implement a pragmatic roadmap to modernize HR policies, procedures, and tools Align HR practices with the needs of a healthcare service delivery environment • Strategic Advisory to CEO & Leadership Act as a trusted advisor to the CEO on all people-related matters Provide insight on organizational design, leadership capability, and culture Support the leadership team through change, helping them navigate complexity and uncertainty Bring a practical, commercially grounded perspective to decision-making • Labour Relations & Unionization Readiness Provide experienced labour relations counsel despite the organization currently being non-unionized Assess organizational readiness and risk related to potential unionization Support leadership in managing employee relations issues in a thoughtful, consistent manner Ensure policies, practices, and manager capability are aligned with best practice and risk mitigation • Compensation & Total Rewards Leverage recent compensation assessment work and ensure appropriate interpretation and application Validate compensation structures, internal equity, and alignment with market Provide guidance on compensation-related decisions and future-state design • Change Management Lead HR-driven change initiatives with a practical, execution-focused mindset. Support leaders in embedding change across teams and functions. Balance pace of change with organizational capacity and sensitivity. Ideal Candidate Profile Experience & Background 10+ years of progressive HR leadership experience, including time at the Director or senior leadership level Experience in healthcare, hospitals, or community-based health service organizations strongly preferred Proven track record in interim, transformation, or turnaround environments Deep operational HR experience combined with strategic capability Functional Expertise Strong labour relations experience, ideally including unionized environments or union avoidance strategies Demonstrated experience in modernizing HR policies, processes, and service delivery models Solid background in compensation and total rewards Broad HR generalist capability across all core functions</

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