Human Resources Director

Access Healthcare Services (AHS) is a leading home and community healthcare provider serving the Ottawa and Champlain region since 1998. AHS provides nursing, personal support and allied health services to individuals in their homes or in a clinic setting. Our community partners include Ontario Health atHome, rehab and community support providers, regional hospitals and insurance companies. AHS holds exemplary status with Accreditation Canada and offers a range of nursing, support and therapy services, including specialty and ambulatory care clinics, in-home nursing and personal support, corporate wellness services, and facility staffing relief.

Position Profile

The Director, Human Resources (HR) provides both strategic and hands‑on leadership across all HR functions in a home and community healthcare environment. This full‑time role oversees core HR operations, fosters a culture of engagement and inclusion, and advises organizational leaders on strategic HR initiatives.

The ideal candidate brings extensive HR expertise, strong leadership capability, and a clear commitment to building a diverse, values‑driven workplace. The Director ensures a high‑performing culture that meets operational needs while adhering to Ontario legislation and health sector privacy requirements.

Working closely with Operations, Quality & Risk, Clinical leadership, and Program Managers, the Director supports workforce capacity and service excellence across both the publicly and privately funded divisions of the organization, including Ontario Health atHome and Access Integrated Care Solutions.

The successful candidate is a strategic thinker and practical operator, skilled in coaching, incident investigations, and conflict resolution. They are data‑driven, systems‑minded, highly organized, and strong in written communication and facilitation.

Key Responsibilities

Human Resource Leadership:

Lead all HR functions, including talent acquisition, employee relations, compliance, total rewards, performance management, organizational effectiveness, culture, and workplace health and safety.

Ensure HR strategies, policies, and practices are fully aligned with the Organization’s mission, vision, values and business goals

Balance immediate organizational needs with long-term workforce resilience and sustainability.

Serve as a trusted advisor and coach to leaders on all people-related matters.

Engagement, Culture, Recognition and Compensation:

Champion a high-performance culture grounded in engagement, excellence, and inclusion.

Leads diversity, equity, and inclusion initiatives that strengthen collaboration and belonging.

Sustains and enhances the Organization’s reputation as an employer of choice in the home and community care industry

Leads, initiates and supports employee recognition programs and events that strengthen engagement, reinforce organizational values, and celebrate exceptional performance across all teams

Maintains and evolves competitive total rewards and compensation programs aligned with sector standards.

Leads a metrics-driven performance management framework that recognizes and rewards high performance

Talent, Development, Learning and Performance:

Oversee recruitment and onboarding strategies to attract and integrate top talent.

Partner with leaders on workforce planning, succession, and professional development.

Lead the design and delivery of organization-wide learning, development initiatives and annual education requirements.

Lead the annual performance cycle; calibrate ratings and align development plans with organizational goals.

Policy Development, Review & Implementation:

Leads and supports development of HR and related operational policies, ensuring clarity, compliance, and relevance.

Conducts scheduled and ad‑hoc policy reviews to maintain accuracy, relevance, and alignment with best practices.

Consults with Operations, Quality & Risk, Clinical teams, JHSC, and other internal stakeholders during policy creation and revision.

Oversees approval workflows, version control, and documentation management for all policies and procedures.

Implements new or updated policies through structured communication plans, staff training, and change‑management support.

Ensures policies are accessible, consistently applied, and integrated into daily practice across all programs and sites.

Owns the HR policy suite (e.g., education/licensing, hiring prerequisites, records management), ensuring updates reflect legislation and accreditation standards.

Translates funder/client requirements into practical workforce standards (e.g., credentials, training, onboarding).

Provides clear guidance on conditions of work per policy and client settings (clinical vs. administrative).

Workplace Injury/Accommodations, WSIB, OHSA, Oversight and Governance:

Assists to set the enterprise strategy for injury management and workers’ compensation (WSIB) compliance; define standards, controls, and accountability for leaders across sites.

Owns the policy framework for injury/illness reporting, return‑to‑work (RTW) and OHSA related matters.

Ensures systems and processes achieve statutory timelines (e.g., WSIB Form 7 within 3 business days) and day‑of‑injury reporting and pay compliance.

Establishes monitoring to verify proper use of Functional Abilities Forms (FAF) and protection of confidential/diagnostic information.

Sets RTW governance: defines “suitable work” standards, documentation requirements, and escalation paths; ensure co‑operation duties (employer/worker) are met.

Serves as executive point of contact with WSIB and Ministry of Labour; oversees relationships with third‑party WSIB consultants, IME providers.

Define and track KPIs as they related to workplace injuries to ensure compliance and timely response to actions required.

Stakeholder & External Relations:

Collaborate with Operations, Quality & Risk, Clinical Practice leadership, and Program Managers to ensure safe, high‑quality service and contract compliance

Represent HR with accreditation bodies and partners as required.

Skills and Attributes

Progressive senior leadership experience in Human Resources, with responsibility across the full employee lifecycle, including talent acquisition, employee relations, total rewards, performance management, organizational effectiveness, and workplace health and safety.

Proven experience partnering with executive leadership and people leaders, providing strategic counsel, coaching, and sound judgment on complex people and organizational matters.

Demonstrated ability to lead through growth, change, or transformation, building scalable people systems that support both short-term performance and long-term organizational resilience.

Strong track record in culture-building, engagement, and DEI leadership, with experience embedding inclusive practices into policies, programs, and leadership behaviours.

Expertise in talent strategy, including recruitment of high-performing teams, onboarding, succession planning, and professional development in a competitive talent market.

Experience designing and managing competitive total rewards and compensation frameworks.

Sound knowledge of employment legislation and HR best practices, with the ability to ensure compliance while maintaining a people-first approach.

Exceptional communication, relationship-building, and influence skills, with the credibility to engage at all levels of the organization.

Demonstrated success building HR infrastructure and leading change in growth environments; experience supporting accreditation is an asset.

Strong, current knowledge of Ontario ESA, OHSA (including workplace violence/harassment requirements), Ontario Human Rights Code, AODA, WSIB, PHIPA

Strategic thinker and practical operator; excellence in coaching, incident investigations, and conflict resolution.

Data‑driven, systems‑minded, and highly organized with strong writing and facilitation skills.

High degree of integrity, discretion, and emotional intelligence, enabling trust, fairness, and effective conflict resolution.

Willingness and ability to work outside of regular business hours as required.

Education, Credentials and Requirements

Bachelor’s degree in Human Resources, Business, Industrial Relations or related field (Master’s an asset) essential.

HRPA designation (CHRP/CHRL) required.

8 -10+ years of progressive HR leadership, ideally in healthcare, community/home care, or other 24/7 operations.

Clear Criminal Record, required licenses/certifications; Covid vaccination

Proof of legal entitlement to work in Canada (non‑discriminatory requirement).

As an equal opportunity employer, AHS is committed to diversity, inclusion and accessibility. AHS welcomes and encourages applications from all people. Accommodation is available on request for candidates taking part in all aspects of the selection process.