Senior Director, HR

Job Description

CAM CLARK AUTO GROUP

THE ORGANIZATION

Founded in 1987 in Airdrie, Alberta, with just 12 employees, Cam Clark Auto Group has grown into one of Western Canada’s most respected automotive groups. What began as a single Ford dealership has expanded to 19 dealerships and service locations across Alberta, British Columbia, Montana, Washington and California. Representing leading brands including Ford, Lincoln, Toyota, Kia, Mazda, Nissan, Hyundai, Chevrolet, Chrysler, Jeep, Dodge, and RAM, the Group has built a reputation for operational excellence, customer care, and award-winning performance.

Cam Clark Auto Group blends small-town values with modern dealership operations. The Group has earned Ford’s President’s Award for over 25 years, along with recognition as one of Western Canada’s fastest-growing Ford dealers and BC’s favorite EV dealer. While the business has grown significantly, the culture remains grounded in authenticity, service, and people-first values.

At the heart of Cam Clark Auto Group is a simple belief: when you join the team, you become part of the family. The Group is committed to their core values of:

• Commitment
• Growth
• Integrity
• Community
• Fun

For more information on Cam Clark Auto Group, please visit their website at: https://camclarkautogroup.com/

For a full position description, please visit the ProFound Talent web posting at Senior Director, HR - ProFound Talent

THE OPPORTUNITY

The Senior Director, Human Resources plays a pivotal role in shaping the strategic direction of the organization through the advancement of HR initiatives that align with business goals, foster a culture of excellence, and lead transformative change corporately and across all dealership locations. The Senior Director, HR collaborates closely with the senior leadership team to ensure the HR strategy supports the company's long-term vision.

RESPONSIBILITIES

Given the pivotal role this individual will be expected to play in achieving the strategic objectives of the company and in supporting the success of the organization, it is essential that the successful candidate possess the following core competencies, experience, and attributes:

Strategic HR Leadership:

• Collaborate with the Senior leadership team (SLT) to build and continuously evolve the HR strategy and programming to advance the company's business objectives and drive organizational success.
• Serve as a strategic advisor to the CEO and SLT, providing insights and recommendations to support business growth and innovation.
• Partner with the SLT to promote a high-performance culture through gradual reform that emphasizes our core values of integrity, commitment, growth, community, and fun.
• Onboard, lead, and mentor a team of HR professionals, fostering a culture of continuous improvement and professional growth.

Governance and Risk Management:

• Oversee the governance of risk management related to HR functions, ensuring compliance with legal and regulatory requirements.
• Develop and implement risk management strategies to mitigate potential HR-related risks and enhance organizational resilience.
• Lead HR due diligence and integration efforts for acquisitions, ensuring alignment with organizational goals and culture.

Organizational Development and Change Management:

• Collaborate with the SLT on the annual organizational design review that continues to promote an optimized operating model and organizational structure.
• Champion organizational development initiatives that enhance employee engagement and the overall employee experience.
• Act as a change agent, influencing and guiding leaders through organizational transformations, promoting a culture of adaptability and continuous improvement.

Talent Management and Development:

• Oversee the development and execution of talent management strategies that build the employer brand, attract, retain, and develop top talent.
• Provide leadership and oversight of an effective learning and development program that fosters a culture of continuous growth and professional development, ensuring employees have the skills and opportunities to grow within the organization.
• Build and implement innovative HR programs that support employee well-being, diversity, and inclusion.
• Oversee the implementation and understanding of a comprehensive compensation and total rewards system that promotes an equitable and market driven program, supports the employee value proposition, and the attraction and retention of top talent.

Collaboration and Influence:

• Build strong relationships with key stakeholders, including the CEO, SLT, and corporate and operational leaders, to identify and address HR related challenges and opportunities, and to advance initiatives that support business objectives.
• Foster the development and impact of a Center of Excellence for corporate and operational leaders to draw on for HR programming to advance their dealership or departmental objectives.
• Promote a collaborative and inclusive work environment that aligns with the company's values and strategic goals.
• Develop and oversee an internal communications program that establishes the employee value proposition and effectively promotes the delivery of the right information at the right time to the right stakeholders.

Performance and Metrics:

• Establish and monitor key HR metrics to measure the effectiveness of HR initiatives and their impact on business outcomes.
• Utilize data-driven approaches to inform HR strategies and decision-making; provide regular reports and strategic insights to the CEO and SLT on HR performance and organizational health.
• Maintain oversight of a comprehensive HRIS system that reports on employee metrics across the organization.

FIRST YEAR – MEASURES OF SUCCESS

• Build trust and credibility with operations leadership and the Senior Leadership Team (SLT) by becoming a strategic business partner, aligning HR with the organization’s vision, growth goals, and risk mitigation needs.
• Design and implement core HR programs and processes where minimal exist, ensuring strong adoption, efficiency, and positive employee impact.
• Mentor and grow the HR team to elevate skills, confidence, and independence, creating a high-performing function that adds measurable value to the business.
• Embed and drive corporate values and culture across the organization, measured by employee engagement, retention, and visible alignment of leadership and staff behaviors to values.

THE INDIVIDUAL

Given the pivotal role this individual will be expected to play in achieving the strategic objectives of the company and in supporting the success of the organization, it is essential that the successful candidate possess the following core competencies, experience, and attributes:

Education

• Post-secondary education in Human Resources or a related field; equivalent professional experience will also be considered.
• CPHR designation an asset but not required.

Experience

• 15+ years of progressive HR experience as a generalist with expertise across all facets of Human Resources.
• 7+ years in senior leadership roles within multi-location organizations, providing strategic guidance and operational HR leadership.
• Deep knowledge of HR best practices, employment laws, and regulations in both Canada (Alberta and British Columbia) and the United States.
• Demonstrated ability to “roll up your sleeves” and engage directly in operational HR activities, stepping into the business to support teams and drive results when needed.
• Proven experience supporting organizational growth, including through acquisitions (asset).
• Recognized for exceptional leadership, communication, and interpersonal skills, with the ability to build trust and influence at all levels.
• Track record of driving strategic HR initiatives and leading organizational change to align people strategies with business objectives.
• Industry knowledge in the automotive sector considered an asset.

Competencies and Knowledge

• Strategic Business Acumen
• Trusted Leadership & Influence
• HR Program Development & Execution
• Team Leadership & Coaching
• Culture & Change Leadership
• Risk & Compliance Management
• Proactive Communication & Insight Delivery

Personal Profile

• Authentic Relationship Builder
• Trusted and Ethical Leader
• Resilient and Positive Influencer
• Disciplined and Accountable Leader
• Strategic and Results-Driven Innovator
• Empowering Mentor and Team Builder

COMPENSATION

An excellent compensation package awaits the successful candidate.

TRAVEL REQUIREMENTS

Ability to travel 25-50% of the time primarily in Alberta, British Columbia and the United States, depending on initiatives.

LOCATION

Airdrie, Alberta

WORK ENVIRONMENT

This position is located on-site at the Airdrie corporate office.

HOW TO APPLY

For the opportunity to join our client in the role of Senior Director, HR please email your resume to DreamBig@profoundtalent.com referencing Position ID # AFMX-772047. Should you have an inquiry regarding this position, please contact Terri Davis at 587-200-0114 ext. 101.

For further information on ProFound Talent Inc. please visit: www.profoundtalent.com