Interim Vice President, Human Resources

IMMEDIATE INTERIM OPPORTUNITY

Interim Vice President, Human Resources

Reports to: Chief Executive Officer

Location: Brampton, ON

Duration: 5 Months

22-30 hours a week

The Organization

Our client is a fast-growing, small-to-medium-sized community health services organization providing essential services to a diverse and evolving population.

As the organization has grown, complexity and sophistication, so too have its people requirements. The organization is now at an important stage in its evolution, with an opportunity to strengthen Human Resources as a strategic business function and ensure its people practices, infrastructure and capabilities are positioned to support continued growth.

The Opportunity

Reporting to and working closely with the CEO, the Interim Vice President, Human Resources will serve as a senior strategic advisor while leading the next stage in the evolution of the HR function.

This is not simply a "keep the lights on" interim mandate. The organization is looking for an experienced HR executive who can quickly assess the current environment, establish priorities and bring a higher level of strategic thinking, structure and discipline to HR.

A significant component of the assignment will be capability building and knowledge transfer. The Interim VP will work closely with the current HR Manager, providing coaching, mentorship, tools and practical experience to help them grow their leadership capabilities and potentially progress toward a director-level role.

The organization has also recently become unionized. The Interim VP will play an important leadership role in developing the organization's labour relations capability, preparing for and navigating its first collective agreement, and establishing a constructive, sustainable relationship with the union.

Key Priorities

The Interim VP will:

· Act as a trusted strategic advisor to the CEO and senior leadership team, connecting people strategy to the organization's broader growth and operating priorities.

· Assess the current HR function and develop a practical roadmap to improve its strategy, structure, processes, policies, systems and overall organizational impact.

· Coach and develop the existing HR Manager, strengthening their strategic, operational and leadership capabilities and positioning them for increased responsibility.

· Provide senior leadership through the organization's emerging labour relations environment, including preparation for its first collective bargaining agreement and development of an effective working relationship with the union.

· Review existing HR policies and practices to ensure they are appropriate for a growing, increasingly complex and unionized healthcare organization.

· Help define the appropriate future-state HR operating model, including roles, accountabilities, capabilities and service delivery.

· Optimize the organizations recently implemented HRIS, moving beyond implementation to ensure the technology supports effective processes, reporting and decision-making.

· Introduce meaningful HR dashboards, metrics and workforce analytics that give the CEO and leadership team greater visibility into workforce trends, risks and organizational health.

· Strengthen core people practice across areas such as talent management, performance, organizational development, employee relations and leadership development.

· Identify opportunities to simplify or standardize processes while building an HR infrastructure capable of supporting continued organizational growth.

· Build internal capability so that improvements are sustainable beyond the interim assignment, leaving the HR team with the frameworks, tools and confidence to continue evolving the function.

The Ideal Interim Executive

The successful individual will be a seasoned HR executive who combines strategic capability with a pragmatic, hands-on approach and enjoys building organizational capability rather than simply operating an established function.

Ideally, you will bring:

· CHRL designation, with deep progressive Human Resources leadership experience.

· Previous VP HR, CHRO, Head of HR or senior HR leadership experience within a growing or evolving organization.

· A demonstrated track record of helping organizations scale and professionalize their HR functions, moving HR from a primarily transactional model toward a more strategic business partnership.

· Strong labour relations and collective bargaining experience, ideally including experience helping an organization navigate a newly unionized environment or an early collective agreement.

· Strong understanding of HR governance, policies, processes and organizational design.

· Experience optimizing HR technology and using an HRIS as an enabler of process improvement, reporting and better workforce decision-making.

· Demonstrated ability to introduce practical workforce metrics, dashboards and analytics for senior leadership.

· Strong executive presence and the credibility to operate as a trusted advisor and thought partner to the CEO.

· An effective coaching and mentoring style, with the ability to transfer knowledge and develop emerging HR leadership talent.

· Experience in healthcare, community health, broader public sector, not-for-profit or another complex, people-intensive environment would be highly relevant.

· A pragmatic approach that balances HR best practice with the realities of a growing organization where infrastructure and capability are still developing.

What Success Looks Like

By the conclusion of the assignment, the organization should have a more mature, strategic and scalable HR function with clearer priorities, stronger infrastructure and better information supporting executive decision-making.

Just as importantly, the Interim VP will leave behind stronger internal capability: an HR Manager who has benefited from meaningful executive coaching and development, a leadership team with greater confidence in HR as a strategic partner, and a thoughtful foundation for managing the organization's new union relationship.

The objective is not to create unnecessary HR bureaucracy. It is to build the right level of sophistication for the next stage of the organization's growth, while ensuring the capability and knowledge remain within the organization after the interim executive has completed the mandate.

PLEASE SEND YOUR CV (AS A WORD DOC) TO: Interim.Applications@LHHknightsbridge.com (Subject: Job Title)

LHH Knightsbridge Interim Management is a service to help our clients address a wide range of scenarios including leadership support due to sudden departures, driving key change initiatives or leading transformation projects. Our interim executives step in with minimal downtime to meet specific objectives and deliver results. All have held senior positions in the past and have now chosen to offer their unique depth and breadth of experience to organizations on a limited engagement basis.

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Lee Hecht Harrison Knightsbridge Corp. is committed to providing equitable treatment and accommodation to ensure a barrier-free recruitment process. In accordance with the Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act and our AODA policy, a request for accommodation will be accepted as part of the hiring process. If you require accommodation to apply or if selected to participate in an assessment process, please provide your accommodation needs in advance to the Recruitment Lead for this opportunity.

We thank all interested candidates in advance; however, only individuals selected for interviews will be contacted.

October 2026