Director Human Resources

• This role at Arbitration Forums is as unique as it is rewarding because of the AF IPAAL Values (Integrity, Passion, Accountability, Achievement, Leadership) and AF’s People Strategy of trust, respect, inclusion (TRI Model).
• The Director, Head of People Operations holds strategic responsibility for the organization’s people strategy and translates that strategy into initiatives and operational practices that strengthen employee engagement, organizational efficiency, employee development, and performance expectations.
• The Director ensures that AF’s values and expected behaviors are embedded in the culture and employee experience; advances the TRI Model by building Trust, Respect, and Inclusion throughout the organization; and ensures that compensation and benefits programs align with AF’s vision, workforce needs, and long-term strategy. 

People Strategy, Executive Partnership, and Organizational Alignment 

• Lead the development, execution, and ongoing refinement of AF’s people strategy, ensuring direct alignment with the mission, vision, values, and strategic plan.
• Serve as a member of the Senior Team and a trusted advisor to the CEO, President, and executive leaders on people strategy, organizational capability, workforce risk, and policy. 
• Communicates openly, honestly and frequently with executive team about employee concerns, risks and People Operations departmental activities.
• Participate in strategic decision-making and translate organizational priorities into practical People Operations objectives, initiatives, and measures of success.
• Lead organizational change and stakeholder engagement efforts that help leaders and employees understand, adopt, and sustain new ways of working.
• Oversee People Operations projects, establishing scope, priorities, timelines, accountability, and reporting.
• Establish and maintain scalable People Operations practices that clarify functional accountability, strengthen cross-functional support, and enable consistent service as organizational needs evolve.

Employee Engagement, Culture, Values, and Service 

• Design and lead initiatives that improve employee engagement, organizational efficiency, value, and service to AF employees.
• Embed AF’s IPAAL Values and expected behaviors into policies, programs, leadership practices, recognition, communication, and the employee experience.
• Advance the TRI Model through practices that build Trust, Respect, and Inclusionacross the organization.
• Use employee feedback, engagement data, service measures, and organizational insights to identify needs and recommend improvements.
• Develop and promote employee wellness, recognition, and connection initiatives; evaluate effectiveness and refine programs based on results.
• Ensure People Operations provides timely, professional, and consistent service to employees and leaders.
• Oversee employee enhancement programs that support attraction, retention, engagement, and the overall employee experience. 

Talent, Leadership, and Workforce Capability 

• Lead workforce planning to ensure AF has the talent, skills, capacity, and leadership capability required for current and future business needs.
• Analyze workforce trends, including attrition, retirement projections, capability gaps,and staffing needs, to identify risks and opportunities.
• Lead succession planning and talent reviews that develop a sustainable pipeline for critical roles.
• Oversee talent acquisition strategy and the full recruitment lifecycle, partnering with leaders to define needs, strengthen selection practices, and support effective onboarding.
• Design and implement leadership, employee development, and continuous-learning programs aligned with organizational priorities.
• Partner with leaders to identify high-potential employees, establish development plans, strengthen performance management, and address performance improvement needs.
• Oversee the complete employee lifecycle, including recruiting, onboarding, role and employment changes, development, retention, and offboarding, to ensure coordinated and consistent practices.
• Oversee learning administration, including the systems, records, coordination, and compliance support required to deliver and document employee and leadership learning. 

Employee Relations, Policy, Compliance, and Risk 

• Provide strategic guidance on employee relations, performance management, conflict resolution, corrective action, and sensitive workplace matters in partnership with AF Legal and Chief Administrative Officer.
• Oversee fair, timely, and well-documented investigations into employee concerns and recommend appropriate action.
• Maintain legally compliant, clear, and outcome-focused policies and procedures that reinforce AF’s values and expected behaviors.
• Identify people-related risks and implement practical mitigation strategies, controls, and reporting.
• Ensure confidential information is handled with integrity, discretion, and appropriate safeguards. 

Total Rewards, People Analytics, and Operational Excellence 

• Oversee the design, implementation, administration, and evaluation of compensation, benefits, payroll, and wellness programs so they support AF’s vision, workforce needs, and strategy.
• Oversight of company payroll processing and partnership with Finance department.
• Conduct market benchmarking and internal analysis to assess competitiveness, equity, affordability, and program effectiveness.
• Partner with Finance and relevant stakeholders to ensure accurate, efficient, and compliant payroll and benefits administration.
• Develop and maintain people metrics, dashboards, and recurring reports that measure outcomes and inform executive decision-making.
• Use analytics to identify trends and improve recruitment, retention, engagement, development, workforce planning, and operational performance.
• Oversee People Operations systems, vendors, contracts, service levels, quality standards, business continuity requirements, and process improvements.
• Provide governance and strategic oversight for payroll practices, bonus programs, leave administration, and other total rewards processes.
• Establish governance for HR systems, including ADP and related platforms, to support system integrity, appropriate controls, reliable data, effective processes, and organizational reporting. 

Facilities and Workplace Support 

• Provide strategic oversight of facilities and office-management responsibilities that support a safe, comfortable, productive, and compliant work environment.
• Coordinate with internal departments and external vendors to resolve facilities issues, maintain appropriate procedures, and implement improvements.
• Promote sustainable and cost-effective workplace practices consistent with organizational needs.