Director, Human Resources

Condominium Authority of Ontario•Toronto, ON

43d•CA$147,000 - CA$167,000•Hybrid

About The Position

The Condominium Authority of Ontario (CAO) is a modern, digital-first organization serving Ontario's rapidly evolving condominium sector through information, education, and dispute resolution services. As a trusted delegated administrative authority (DAA) consumer protection organization with province-wide impact, the CAO offers a unique opportunity to contribute to meaningful public-interest work while helping shape the future of condominium living in Ontario. We are a collaborative, high-performing team that values innovation, accountability, continuous improvement, and practical problem-solving. Our team members tell us they value the opportunity to make a visible impact, work closely with leadership, and contribute to an organization where ideas are welcomed and acted upon. We are accountable to the government through the Administrative Agreement with the Minister of Public and Business Service Delivery and Procurement. The seven member Board of Directors provide strategic guidance and oversight of the organization. We are an organization driven by our vision, mission and values: Our Vision: Strong and vibrant condominium communities in Ontario. Our Mission: Engage and empower Ontario’s condominium communities with information, education, and dispute resolution. Corporate Values: Innovation, trust, teamwork, value for money, integrity, fairness. Team Values: Respect, trust, diversity, collaboration, leadership. We value flexibility and have adopted a hybrid work model whereby employees use a combination of working remotely 2 days a week and in the office for 3 days in Toronto’s Financial District. Reporting directly to the CEO & Registrar, the Director, Human Resources serves as the organization's senior HR leader and trusted advisor to the Executive Leadership Team (ELT). This highly visible leadership role is responsible for shaping and executing the CAO's people strategy, culture, workforce planning, total rewards, and organizational effectiveness. The Director partners closely with the CEO, ELT, and Board committees to align people strategies with organizational priorities, provide expert guidance on workforce and workplace matters, and support enterprise-wide decision making through a people and culture lens. Operating within a lean team structure, the Director maintains end-to-end accountability for the HR function, balancing strategic leadership with operational oversight to ensure high-quality, responsive, and compliant HR service delivery. The role leads the development and continuous improvement of HR programs, policies, and governance frameworks that strengthen organizational performance, mitigate risk, and support a workplace culture that is inclusive, respectful, and psychologically safe. The Director is ultimately accountable for the effectiveness, integrity, and sustainability of the organization's HR practices, ensuring they enable business objectives, support employees, and position the CAO for long-term success.

Requirements

Post-secondary diploma or degree in Human Resources, Business Administration, Industrial Relations, or a related field, or an equivalent combination of education, training, and/or experience.
A minimum of 8-10 years of progressive HR management experience, including demonstrated experience in HR leadership roles encompassing employee relations, total rewards, workforce planning, policy development, and organizational effectiveness.
Proven experience advising executive leadership on complex people matters, with the ability to influence decision-making and align people strategies with organizational priorities.
Strong knowledge of Ontario employment-related legislation, including the Employment Standards Act, Occupational Health & Safety Act, Human Rights Code, AODA, and other applicable frameworks, with the ability to translate legislative requirements into practical organizational policies and practices.
Demonstrated ability to leverage HRIS, data analytics tools, and emerging technologies (including AI-enabled solutions) to streamline processes, enhance reporting, and support data-driven HR decisions.
Demonstrated experience in total rewards governance and compensation practices, including salary administration, pay-for-performance programs, and market alignment.
Experience leading organizational design, workforce planning, and change management initiatives, including restructuring, role clarity, and capacity building.
Strong understanding of HR governance and policy development, with the ability to identify, assess, and mitigate legal and reputational risks.
Demonstrated ability to analyze and interpret HR data and workforce metrics, translating insights into actionable recommendations to support organizational performance and decision-making.
Strong leadership and people management skills, with experience coaching and developing staff, setting priorities, and operating effectively within a lean team structure.
Excellent communication and interpersonal skills, with the ability to build credibility and maintain effective working relationships with leadership, employees, the Board of Directors, and external stakeholders.
High degree of judgement, discretion, and professionalism in handling confidential and sensitive matters.
Demonstrated ability to operate with a high level of autonomy, manage competing priorities, and drive results in a dynamic environment.

Nice To Haves

CHRP/ CHRL designation completed or in progress is an asset.
Experience in a regulatory, not-for-profit, public-sector, or government-informed environment is an asset.

Responsibilities

Own the development, execution, and evolution of the enterprise people strategy, priorities, and annual workplan in alignment with business objectives.
Ensure alignment between workforce strategy and organizational priorities, including growth, sustainability, and operational effectiveness.
Own the development of workforce strategy and provide strategic advice and recommendations to the Executive Leadership Team (ELT) on long-term trends, organizational design, succession planning, and emerging workforce risks and opportunities.
Translate HR strategy into programs, frameworks, and initiatives that reflect organizational priorities, HR best practices, and applicable legislation.
Lead or support organizational change initiatives affecting structure, roles, responsibilities, and workforce capability.
Accountable for oversight and effectiveness of the ongoing administration, governance, and continuous improvement of the total rewards programs, including compensation structures, pay practices, benefits, and reward frameworks.
Maintain and uphold the CAO’s compensation philosophy, salary structures, and pay practices, ensuring consistent application, internal equity, and alignment with external benchmarks.
Manage compensation-related decision-making within established frameworks, including salary offers, promotions, and market adjustments, ensuring alignment with approved structures, internal equity, and organizational guidelines.
Administer and support pay-for-performance programs, including annual compensation review processes, performance-based awards, and incentive programs, ensuring consistency and integrity of application.
Oversee the administration and periodic review of benefits programs, liaising with vendors and advisors as needed to ensure competitiveness, cost-effectiveness, and alignment with organizational needs.
Monitor market trends, benchmark data, and emerging best practices to inform recommendations for updates or enhancements to total rewards programs, in collaboration with external vendors/consultants where appropriate.
Ensure compensation and benefits programs are well-documented, consistently applied, and clearly communicated to leadership and employees.
Advise and influence executive decision-making on total rewards, including compensation positioning, competitiveness, and alignment with organizational strategy.
Accountable for the CAO’s approach to employee relations and workplace risk, ensuring consistent, fair, and legally defensible outcomes.
Provide senior-level guidance to people leaders on employee relations matters, including performance, conduct, attendance, accommodation, and discipline.
Support and coach leaders in managing employee relations issues and complex workplace situations in a timely and effective manner.
Ensure consistent and defensible application of HR practices across employee relations cases, balancing operational needs with legal, reputational, and cultural considerations.
Establish the organization’s HR governance model, including policy frameworks, decision rights, and accountability structures.
Own the development, approval, and governance of HR policies, procedures, and practices to ensure compliance with employment-related legislation and organizational standards.
Ensure organizational compliance with health and safety legislation and requirements, overseeing the effectiveness of health and safety programs, policies, and practices in alignment with regulatory requirements.
Interpret HR policies and applicable legislation for ELT, providing clear and practical guidance on application and potential implications.
Monitor changes in employment legislation and HR best practices, and ensure timely updates to policies, programs, and associated training and communications.
Identify, assess, and mitigate HR-related risks, including legal, compliance, and reputational risks, and provide recommendations to ELT.
Serve as a strategic advisor to the executive leadership team, offering coaching and guidance on people management, team effectiveness, performance, conflict resolution, and leadership practices.
Strengthen leadership capability, team effectiveness, and organizational culture through coaching, feedback, and strategic guidance.
Provide guidance, support, and development to the Senior HR Generalist, ensuring effective prioritization, quality of deliverables, and alignment with functional objectives.
Establish escalation pathways and decision-making authorities for the HR function.
Lead the organization’s culture and engagement strategy, including engagement measurements, leadership alignment, and employee engagement initiatives to support retention and organizational effectiveness.
Champion equity, inclusion, diversity, accessibility, and respectful workplace practices across HR programs, policies, and leadership support.
Oversee employee engagement survey design, analysis, reporting, and follow-up action planning.
Establish HR reporting, metrics, and dashboards to support data-driven decision-making by ELT.
Translate HR data and workforce insights into strategic recommendations for executive decision-making.
Oversee and directly support the administration of HR operations, records management, benefits coordination, health and safety obligations, and vendor relationships through the Senior HR Generalist.
Accountable for the overall performance, effectiveness, and continuous improvement of the HR function.
Set priorities, allocate resources, and ensure delivery of HR programs aligned with organizational needs.
Lead and develop the HR function, building capability, clarity, and operational excellence within a lean function structure.