Director of Human Resources & Organizational Learning

Location: In person, Toronto | Job Type: Full-Time | Salary: $89,137 - $93,189 | Application Deadline: November 26^th, 2026

About CCRW

The Canadian Council on Rehabilitation and Work (CCRW) is a national organization committed to advancing disability inclusion in the workplace. CCRW works with employers, job seekers, employees, community partners and funders to build meaningful, equitable, accessible and inclusive workplaces.

The Opportunity

The Director of Human Resources & Organizational Learning provides strategic leadership for human resources, employee experience, workforce development, and organizational learning across CCRW. The role is responsible for developing and implementing people practices that support an engaged, inclusive, and high-performing workforce, while ensuring employees and managers have the tools, resources, and guidance needed throughout the employee lifecycle.

Key Responsibilities

Human Resource Strategy & Leadership

• Develop and implement an annual human resources and organizational learning plan aligned with CCRW's strategic and operational priorities and informed by the Employee Engagement Survey.
• Provide practical and strategic HR advice to the Vice-President, Finance & Operations, executive leaders, and people managers.
• Identify workforce risks, emerging HR issues, and capability gaps, and recommend timely action.
• Develop and continuously improve HR policies, procedures, templates, and management tools to support consistent, accessible, equitable, and legally compliant employment practices.

Workforce Planning & Position Management

• Coordinate workforce planning with senior leaders and managers and maintain current organizational charts, position records, job descriptions, and reporting relationships.
• Support the design and evaluation of new or revised positions, including role clarity, scope, and workforce capacity.
• Monitor vacancies, recruitment priorities, temporary staffing arrangements, and anticipated workforce changes.

Recruitment & Selection

• Maintain consistent, accessible, and equitable recruitment and selection practices.
• Work with hiring managers to prepare job descriptions, postings, structured interview guides, and assessment criteria.
• Coordinate recruitment and selection activities, including screening, interviews, references, employment verification, offers of employment, contracts, and related documentation.
• Monitor recruitment outcomes, including time to fill, candidate quality, accessibility, and hiring-manager experience.

Onboarding & Offboarding

• Design and maintain a consistent organization-wide onboarding program supported by learning resources, check-ins, and role-specific orientation.
• Coordinate onboarding requirements, including pre-employment documentation, systems access, equipment, and organizational orientation.
• Coordinate offboarding activities, including documentation, access removal, asset return, knowledge transfer, and exit feedback.
• Analyze onboarding and exit feedback and recommend employee experience improvements.

Employee Relations & Workplace Practices

• Provide confidential advice to managers and employees concerning workplace policies, performance, attendance, conduct, and employment matters.
• Support the early, fair, and consistent resolution of workplace concerns and performance issues, including appropriate documentation and follow-up.
• Coordinate workplace investigations or external investigative support when required.
• Identify recurring workplace concerns and recommend preventative action, manager training, or process improvements.

Performance, Talent & Succession

• Maintain CCRW's performance management framework and annual cycle for objectives, feedback, review, and development planning.
• Coach managers on performance conversations, expectations, feedback, and employee development.
• Coordinate succession planning and talent review activities for critical positions.
• Connect employee development, knowledge transfer, and continuity planning to organizational priorities and future capability needs.

Organizational Learning & Development

• Develop and implement an organizational learning strategy based on workforce needs and CCRW's strategic priorities.
• Conduct or coordinate learning needs assessments and establish annual learning and development plans for employees, managers, and emerging leaders.
• Work with internal subject-matter experts and external providers to develop, source, deliver, and evaluate accessible learning opportunities.

Internal E-Learning & Learning Management System

• Lead the development, implementation, and maintenance of accessible internal e-learning for CCRW employees.
• Serve as the business owner for the employee Learning Management System and maintain learning assignments and completion records.
• Support the development of learning content related to onboarding, HR policies, accessibility and disability inclusion, compliance, internal systems, management, and organizational priorities.

Accessibility, Accommodation, Leaves & Disability Management

• Coordinate employee accommodation processes in a respectful, individualized, and timely manner.
• Guide managers and employees through accommodation requirements, documentation, and implementation while protecting confidentiality.
• Coordinate employee leaves and return-to-work planning in collaboration with employees, managers, benefit providers, and advisors, as appropriate.
• Identify opportunities to strengthen accessibility and inclusion within employment practices and the employee experience.

Compensation, Benefits & HR Administration

• Partner with Finance on employee status changes, payroll inputs, compensation, benefits administration, and related documentation.
• Support compensation reviews, job evaluation, and consistent position documentation.
• Maintain accurate and secure employee files, records, forms, templates, and HR documentation in accordance with retention requirements.

HR Systems, Metrics & Continuous Improvement

• Establish efficient HR workflows and identify opportunities for automation and continuous improvement.
• Work with Digital Systems on technical requirements while maintaining HR ownership of employee data, learning requirements, and business processes.
• Monitor workforce metrics, including recruitment, vacancies, turnover, onboarding, learning participation, leaves, and employee relations activity.
• Prepare reports and use workforce information to identify risks, trends, improvement opportunities, and progress against annual HR priorities.

Qualifications & Experience

• A CHRP or CHRL designation, or progress toward a recognized Canadian HR designation is required
• Post-secondary education in Human Resources, Business Administration, Organizational Development, Adult Education, or a related field, or an equivalent combination of education and experience.
• Progressive HR generalist or management experience advising managers on employee relations and performance management, with strong coaching, communication, and relationship-building skills.
• Demonstrated experience developing HR policies, employment processes, and accessible employee practices, with a commitment to accessibility, inclusion, and equitable employment.
• Experience designing, coordinating, or evaluating staff learning and development initiatives, including knowledge of adult learning principles, accessible instructional design, and facilitation.
• Strong organizational development, change management, and project management skills, with the ability to use data to support decision-making and continuous improvement.
• Experience with e-learning development or Learning Management Systems is an asset.
• Experience supporting employees across multiple Canadian jurisdictions is an asset.
• Experience in disability inclusion, employment services, or the not-for-profit sector is an asset

Work Environment & Relationships

• This is a full-time, in person role that will be fulfilled in the head office, located at 1867 Yonge Street, Suite 906, Toronto, ON M4S 1Y5
• Works closely with the Vice-President, Finance & Operations, executive leaders, people managers, employees, Digital Systems, and key internal and external partners to support workforce planning, employee experience, organizational learning, and HR operations.
• Frequent use of a computer and digital technologies is required, including prolonged periods of screen time and participation in virtual meetings.
• Regular use of Microsoft 365, Salesforce, video conferencing platforms, and other CRM, reporting, analytics, and project management tools is required.
• Represent CCRW in meetings, conferences, partnership discussions, and other external engagements to support organizational growth and impact.

Pay and Benefits  

Salary placement within the range will be based on the successful candidate’s qualifications and experience. In addition to salary, CCRW offers vacation time and a comprehensive benefits package in accordance with organizational policies.

Recruitment Process 

After the application deadline, we will review applications and contact selected candidates.

The process may include:

1. An initial screening or interview.
2. One or more interviews. 
3. A work sample, presentation, or assessment, if needed. 
4. Reference checks before an offer is made.

Accessibility and Accommodations 

We welcome applications from persons with disabilities and other underrepresented groups. Accommodation is available at no cost throughout the recruitment process, including alternative application formats and support completing your application. Requests can be made without disclosing a diagnosis.

Why Join CCRW? 

Join CCRW and lead people practices that support an engaged, inclusive, and high-performing workforce. Your work will help strengthen employee experience, organizational learning, and workplace accessibility across Canada.

Note: This job description is intended as a guide to reflect the principal functions of the job. It is not an all-inclusive listing of job duties and may be subject to change.