Chief People Officer

Chief People Officer (Executive Committee)

Beginning: June 2024

Full-time position, Hybrid 

Based in Toronto, Canada

Travels : 20%

Who we are

PUR is a global leader in supply chain sustainability. We develop socio-environmental projects within the supply chains of our Corporate Partners. Through the economic and social empowerment of local communities and the introduction of sustainable development initiatives at the agricultural level, PUR seeks to address climate change, while regenerating and preserving the ecosystems upon which these supply chains depend. Many of PUR’s projects fall within the categories of insetting, regenerative agriculture, agroforestry, forest conservation and landscape restoration. PUR is a B Corp Company which employs over 210 people and has a presence in 10 countries.

www.pur.co

PUR is recruiting its Chief People Officer based in Toronto

To develop its activities and accelerate its Impact, PUR is looking for a leader in Human Ressources in a fast-paced scale-up environment with a passion for international environments.
PUR is an impact-driven company, a leader in “Nature Based Solutions”, and a pioneer in insetting practices using cutting edge technologies to deliver successful long-term projects.
As the Chief People Officer, you will be part of the Executive Committee, working directly with the CEO—, making decisions that will impact the company’s future. The Human Resources department operates globally and will report directly to the CPO.

Summary of responsibilities 

The CPO is expected to optimize organizational structures for better efficiency and drive change, creating a culture of efficiency and result-driven work. This means notably developing a sound people strategy, and enhancing our compensation & benefit policies while fostering a dynamic company culture & efficient ways of working.

Your responsibilities will include in a non-exhaustive manner:

1. People Strategy & Employer Brand

Shape the company’s people strategy, leadership development and training programs.

• Recruitment

  • Develop enhanced talent acquisition strategy by leveraging a sectorial approach combined with innovative HR trends.

  • Anticipate future workforce needs and challenges through succession planning strategies.

  • Accountable for the recruitment budget and forecasts, in close coordination with the finance department.

• Partnership

  • Bring strategic value to the Team to enhance employee skills around academic partner acquisition.

  • Oversee PUR representation during conferences (Industry, HR events etc).

• Retention

  • Build retention strategies

  • Improve employee experience and promote a positive work environment.

• Diversity, Equity, and Inclusion (DEI)

  • Promote diversity, equity, and inclusion within the organization, ensuring that hiring, promotion, and other talent management processes are equitable and inclusive

  • Create a supportive environment for employees from diverse backgrounds.

• Further Development of Employer Brand

• Leverage existing (B-Corp/Solar Impulse) and future certification / labels to foster the employer brand 

• Ensure that the organization’s values are reflected in people-oriented decisions

2. Develop a strong culture of performance across the company

Support transformation across the company notably by enhancing communication, feedback and change management.

• Internal communication

  • Build an internal exchanges strategy to improve understanding across the company, and encourage information and best practice sharing to prevent conflicts raising.

• Feedback Culture

  • Build a trusting environment that encourages feedback on productivity and supports wellness practices.

  • Conduct engagement surveys to gather employee feedback, understand and analyze challenges, identify inefficiencies and opportunities, and strategize solutions that demonstrate the Executive Committee is listening.

  • Ensure cohesion at every level.

• Change Management

• Support the organization through periods of growth and change, such as expansion into new markets or the introduction of new nature-based projects, by providing leadership and guidance on people-related issues.

3. Compensation & Benefits 

• Global Compensation

  • Develop and implement the compensation strategy at the group level while ensuring the company’s profitability.

• Employee Well-being

  • Implement programs and initiatives to support the physical, mental, and emotional well-being of employees— including access to nature, wellness programs, and work-life balance initiatives.

4. Legal & Compliance

• General Compliance

  • Supervise the implementation and management of compliance efforts with employment laws, security (insurance, travel etc) and regulations that govern the private companies relating to all aspects of the employee life cycle.

  • Develop and maintain a secure environment: workload, vision, equity, psychological risk and training or support if needed.

• Employee Representatives

  • Support local discussions with various employee representation committees.

• Legal Human Resource Management

• Provide insightful crisis management advice when required.

• Investigate claims of misconduct and escalate to legal and security team as required.

5. Team Management 

The CPO will manage the global Human Resources team, 5 people. 

• Experiences in human resources, business administration, organizational psychology or a related field is expected.

• Leadership: Ability to inspire and lead an HR team. Great people management & change management skills.

• Communication: Excellent communication and relationship management skills.

• Strategy and Vision: Ability to develop innovative HR strategies with strong problem-solving and strategic thinking.

• Strong corporate/business understanding.

• Analysis: Skilled in analyzing HR data and drawing out strategic insights.

• Adaptability: Able to navigate a constantly changing environment.

• Innovation: Continuous search for methods to improve the employee experience. Passionate about nature regeneration & business transformation.

• Preference for candidates with 15+ years in Human resources (including 10 years in a scale-up environment). 

• Extensive experience within multiple scale-ups is required.

• Multilingual, fluent in English and French. Spanish-speaker will also be prioritized.