Head of HR
- Montreal, QC, Canada
Mill Film builds inclusion and diversity into the foundation of the studio. We believe that inclusion and diversity are the solution to delivering excellence in creative VFX for our clients. We foster a culture of respectful candor, where artists, production and technologists come together to build a talent community devoted to realizing industry leading VFX solutions for feature and episodic content for major Studios.
The Head of HR is responsible for guiding, managing and providing strategy on the Talent function in the local studio. The Head of HR role is fundamental in developing an effective local company culture whilst ensuring alignment to the brand’s framework and strategy; this includes shaping and planning, overseeing the local implementation of objectives as well as managing financials and driving business levels of Talent related processes.
As a senior member of the Talent organisation, your approach will inform, support and implement change programmes such as business transformation and organisation redesign locally. You will also grow a corporate culture and an agile Talent approach that fosters a fast learning, iterative and continuously improving organisation.
- Be an mentor, ambassador and representative of the brand’s culture
- Actively drive and influence people’s behaviors and actions locally to ensure they are aligned with the company’s values, vision and mission
- Facilitate the process to grow internal cohesion and a shared culture within the local studio
- Facilitate local leaders and ensure management walk the talk within the local studio
- Support the motivation of local senior management and leadership teams in order to meet or surpass local objectives that are in line with global direction
- Encourage maximum performance and dedication from all employees
- Promote communication between colleagues for the benefit of information flow and to curb any problems that arise
Talent Management and Development
- To coordinate with all aspects of the business to make sure the people narratives support and align with the studio’s talent positioning
- Strategize on the need to identify and retain talent as well as skill gaps, high potential and succession planning in a highly competitive environment
- Lead the management and employee actions by following best practices and company policies, procedures, methods, and guidelines
- Ensure the Talent team (HR, L&D, Recruitment) are driving the need to have the right employees in the right place at the right time
- Architect plans to manage constant and rapid changes in a manner that retains employees and our culture while supporting the direction of change in a positive way
- Lead and partner with local senior management and global leadership teams to coach and guide in talent attraction, retention and development, contract and policy application, performance management, training and development, and compensation practices
- Drive the local HR team to develop and deliver management development programmes internally, whilst taking the responsibility for up-skilling local management teams on a day-to-day basis
- Leverage resources across the business and the Talent function to drive learning, training and development opportunities and abilities
Team and Function Management
- Lead and develop the HR team ensuring they are accountable for local objectives and have the appropriate skills and behaviors to reflect a high performing team
- Represent the whole Talent function in the local site, including working in collaboration with regional Heads’ of the Focus and Technicolor Academy on initiatives; ensuring they are implemented locally by meeting the local requirement and communicated globally
- Indirectly manage local representatives of the Talent function (ie Local Head of Learning, Local Head of Talent Acquisition)
- Work in collaboration with regional HR Service Centre to drive the service delivery and employee experience
- Engagement and Proposition
- Ensure locally there is a strong understanding of employee engagement and the impact on the bottom line
- Architect local talent strategies around engagement and employee experience to drive the commitment and energy that employees bring to work, which impact attraction and retention
- Be able to articulate employee value propositions
- Connect with a broad range of audiences through compelling stories to align people to the brand’s values and mission
- In conjunction with local comms team, drive social media and digital talent engagement, as well as the types of compelling and authentic messages to attract and retain the right talent.
- Work with the local HR team to oversee high volume cycle of contract ending/renewals in the context of changing work demands, options with management and immigration implications in a global environment.
- Ensure there is a holistic view across the local talent function of the demands and actions
Compensation and Financial Management
- Maintain and manage employee labour budgets, including pay review cycles, labour forecast and bonus management
- Management of other spend within the talent group
- Maintain local quality by establishing and enforcing the brand’s standards
- Ensure that there is a clear and consistent strategic alignment with the local HR team, local senior and management groups; including cohesion and consistency with messaging and reasoning
- Oversee the implementation of Talent initiatives and strategies to ensure they are effectively adopted by local departments
- Analyse the current local HR processes on a regular basis and proactively recommend changes in-line with the overall strategy
- Set comprehensive goals/KPI for performance for the local HR team to ensure they are in line with global objectives
- Develop a local strategic HR plan accounting for financial opportunities, presenting assumptions and recommending actions and objectives
- Gather, evaluate, and ultimately interpret that data to devise and deliver local talent strategy (from recruitment, retention, performance, employee engagement)
- Have a strong grasp of the local model, industry dynamics and competitive landscape, and how all those components impact human capital– from hiring and performance to diversity and inclusion to develop local talent strategies that complement and enhance global strategies.
- Proactively work with external bodies on issues and initiatives penetrating to the local studio
- Apply a commercial and strategic decision-making process to all aspect of the HR function
- Organisational skills – personal efficiency, time management skills and the ability to prioritise competing demands are key
- Communication skills – ability to lead a team, manage diverse personalities and viewpoints; the ability to build relationships and collaborate with others is vital
- Commercial acumen – strategic decision-making within the business as an influencer. Being able to understand company finances, resourcing and the ultimate aims of the business is important
- Role modeling – demonstrate and lead on the values, initiatives and culture of an organisation
- Professional expertise – A strong working knowledge of employment law issues, best practice processes, as well as experience in employee relations and ideally in immigration
- Coaching and mentoring – Whether local senior management, junior colleagues or middle management, you will be proficient in developing skills in your talent
- Trust – a trusted confidante on talent issues, unafraid of giving your opinions and expertise
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