Human resources and talent Director

Job Description

Vortex Strategy & Recruitment is actively seeking a Human resources and Talent Director for its client, a highly reputable international law firm located in downtown Montreal.

The selected candidate will be responsible for the strategic leadership and delivery of human resources services across the firm. Reporting to the Chief Human Capital Officer, this individual will work closely with senior leadership, Managing Partners, and Business Services leaders to ensure that HR strategies, programs, and operations support a high-performing, inclusive, and engaged workforce.

Role and Responsibilities

Strategic Human Resources Leadership

• Lead and execute HR strategies aligned with the national Talent and Development strategy and business priorities, both regionally and nationally.
• Provide strategic guidance to leadership on workforce planning, organizational effectiveness, and talent development.

Talent Management and Employee Relations

• Act as a senior advisor on talent management, performance management, succession planning, and complex employee relations matters.
• Ensure consistent, fair, and compliant application of HR policies and practices.
• Stay current on labour laws and market trends across all jurisdictions.
• Manage human capital issues related to transformation projects and contribute to organizational improvement initiatives.
• Oversee disability management processes and occupational health and safety programs across all offices.
• Collaborate with office leadership teams to deliver talent-related projects and initiatives.
• Support diversity and inclusion initiatives and foster an inclusive environment for all employees.

Recruitment

• Oversee recruitment strategies for business services, legal assistants, and, when required, legal technicians.
• Strengthen the firm’s employee value proposition and employer brand.
• Ensure recruitment and onboarding practices promote equity, diversity, and inclusion.

Pension and Benefits Programs

• Oversee the firm’s benefits and pension plans.
• Manage vendor relationships to ensure quality and cost-effective service delivery.
• Contribute to the overall compensation strategy and deploy an effective total rewards communication strategy.
• Support leadership with market- and data-driven recommendations.
• Ensure compliance with pay equity legislation and other legal requirements.
• Participate as a member of the pension plan management committee.

Leadership and Team Development

• Ensure efficient, high-quality, and service-oriented HR operations.
• Promote continuous improvement of HR processes, systems, and controls.
• Use data and analytics to support decision-making and improve outcomes.
• Lead, coach, and develop HR leaders and teams to strengthen organizational capability.
• Foster a collaborative, inclusive, and accountable team culture.
• Embody the firm’s leadership values and expectations.
• Manage Human Capital and Development priorities across the firm, as well as the associated budget.

Requirements

• Degree in Business Administration, Human Resources, or a related field; CHRP/CHRL designation required.
• More than 10 to 15 years of progressive experience in human resources, including at least 10 years in team leadership roles, ideally within a large law firm or a comparable professional services environment.
• Strong expertise across core HR disciplines, including employee relations, compensation, talent management, and HR operations.
• In-depth knowledge of Canadian labour laws in all provinces where the firm operates.
• Proven ability to work with senior executives and influence at the executive level.
• Excellent project management skills, with strong strategic thinking and the ability to manage multiple priorities.
• Excellent judgment, discretion, and ability to manage sensitive situations.
• Experience with Workday is considered an asset.
• Bilingualism.

Benefits

• Highly competitive salary based on experience;
• Group insurance coverage starting on Day 1;
• Pension plan starting on Day 1;
• Vacation entitlement starting on Day 1;
• Performance bonuses;
• Hybrid work model;
• Health spending account;
• And much more.