Work with leading experts in the funeral and cemetery profession.

Retirement

Plan options available for Full-Time employees along with a Company Match. Variety of Vacation, Personal Days and Sick Days based on your role emphasizing the importance of physical and emotional replenishment for our team.

Employee

Discounts on services, merchandise, and property to help our team members in their time of need. This is a newly created position to support the continued growth of the organization. The role will prioritize learning and development and talent acquisition, including strengthening the learning infrastructure, standardizing onboarding and required training, expanding leadership development, building a foundational recruiting capability, and building practical capabilities that improve employee performance, customer service excellence, and operational effectiveness.

As the company and Human Resources function grow and mature, the mandate has the potential to broaden into an integrated talent portfolio encompassing leadership development, succession planning, career development, and employee engagement. This leader will connect these disciplines into a coherent talent strategy that builds workforce capability, strengthens leadership pipelines, improves the employee experience, and supports sustainable growth and organizational continuity. Establishes a phased roadmap for the function, with an initial emphasis on learning and development and talent acquisition, and an intentional evolution toward broader enterprise talent leadership as organizational needs, team capacity, and HR programs mature.

Builds and maintains scalable talent infrastructure, governance, processes, tools, and service standards that support a multi-location funeral, cemetery, cremation, and corporate services organization. Partners with executive, operational, and HR leadership to identify workforce and organizational capability gaps and implement talent strategies that improve performance, engagement, retention, internal mobility, and succession readiness. Serves as a strategic advisor to senior leadership on talent, organizational effectiveness, workforce readiness, leadership capability, employee experience, and change management.

Uses workforce insights, employee feedback, talent data, and business performance measures to establish priorities, evaluate effectiveness, demonstrate value, and drive continuous improvement.

Focus: Learning and Development, and Talent Acquisition Leads the enterprise learning and development strategy and establishes a culture of continuous learning, professional development, accountability, and knowledge sharing. Designs, implements, and continuously improves learning programs for funeral service professionals, cemetery personnel, sales teams, managers, leaders, and corporate staff. Creates and standardizes onboarding, orientation, role-based training, certification, and career development pathways that accelerate employee readiness and support long-term growth.

Leads leadership development programs, including new manager training, coaching, performance management, communication, change leadership, and development for high-potential talent. Partners with Sales Leadership to strengthen consultative sales effectiveness, customer experience, ethical selling practices, product knowledge,



and business performance. Ensures employees receive required operational, safety, compliance, and regulatory training and that training records and certifications are accurately maintained.

Establishes consistent learning standards, operational best practices, facilitator resources, and training materials across all company locations. Oversees the administration and optimization of the Learning Management System (LMS), learning technologies, content providers, vendor relationships, and applicable budgets. Applies adult-learning principles, instructional design practices, learning analytics, and performance data to improve program relevance, adoption, knowledge transfer, and business impact.

Talent Acquisition: Develops an enterprise talent acquisition strategy, operating model, employment brand, sourcing approach, selection standards, and candidate experience that enable the company to attract and hire talent for frontline, professional, leadership, and critical roles. Builds foundational recruiting capacity, including near-term use of temporary or agency support to address open requisitions while the permanent function is built out. Workforce and Talent Planning — translating growth plans and workforce needs into talent priorities and proactive pipelines.

Leadership

Development — building leadership capability for current and emerging leaders.

Succession

Planning — strengthening bench strength and continuity for critical roles.

Career

Development and Internal Mobility — helping employees grow and move within the organization. Leads talent and organizational development initiatives associated with mergers, acquisitions, and integration activities, including workforce transition, onboarding, change management, cultural alignment, leader assimilation, and standardization of operating practices. Develops repeatable talent playbooks and scalable programs that can be deployed consistently while remaining responsive to local operating needs.

Builds solid partnerships across Operations, Sales, Finance, Marketing, Communications, Legal, Safety, and other functions to align talent solutions with business priorities. Presents talent strategies, workforce insights, progress updates, risks, recommendations, and results to executive leadership. Builds the future talent function by defining roles, capabilities, priorities, service delivery expectations, vendor support, technology needs, and budgets as the mandate expands.

Talent

Acquisition. Succession and Talent Planning.

Change

Management. Coaching and Mentoring.

Business

Partnership and Consulting. Program and Project Management. Data Analytics and Measurement. Operational and Customer Service Orientation. Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, Adult Learning, or a related field.

Minimum of 10 years of progressive experience across learning and development,



organizational development, talent management, talent acquisition, employee engagement, or related Human Resources disciplines. Minimum of 5 years of leadership experience designing and leading enterprise talent or learning programs. Demonstrated success building scalable learning strategies, leadership development programs, and talent processes in a growth-oriented organization.

Experience supporting multi-site or geographically dispersed organizations and partnering with operational leaders.

Experience with talent systems and technologies, including an LMS, applicant tracking system, engagement platform, talent review tools, and workforce analytics.

Experience using talent and workforce data to diagnose needs, establish priorities, measure effectiveness, and influence decisions. Strong instructional design, curriculum development, facilitation, and learning technology experience. Demonstrated ability to lead through influence, manage change, and evolve a function from a focused mandate to a broader, integrated talent portfolio.

Master's degree in Organizational Development, Education, Human Resources, Business Administration, Industrial/Organizational Psychology, or a related discipline. Professional certification such as CPTD, SHRM-SCP, SPHR, Certified Executive Coach, or an equivalent talent acquisition or change management credential.

Experience leading or partnering across multiple talent disciplines, including talent acquisition, learning, leadership development, succession planning, career development, and employee engagement.

Experience in funeral services, cemetery operations, healthcare, hospitality, retail, senior living, or another service-oriented industry.

Experience supporting organizations undergoing rapid growth, transformation, and acquisition integration. Ability to read, write, and speak English fluently. Bilingual capability is an asset. Proficiency with learning management, training course, talent acquisition, engagement, and talent management technologies.

Knowledge of Microsoft software products. Ability to manage multiple strategic and operational priorities, sequence work thoughtfully, and exercise sound judgment. Passion for service, community stewardship, and supporting employees who care for families during life's most difficult moments.

This position will initially lead and may oversee employees, contractors, consultants, and vendor partners across learning and development and talent acquisition, including near-term temporary or agency recruiting support as needed. The duties associated with this position are generally performed in an indoor office setting. Proficiency in Microsoft Office Suite, including Outlook, Word, Excel, Access, and PowerPoint, is required.

Equipment used to perform the essential functions of this position includes, but is not limited to, a computer, fax, copier, merchant terminal, multi-line phone system, and personal or Company-owned vehicle. This position may be exposed to chemicals and/or blood-borne pathogens.

Exposure risk is considered: Travel This position may require up to 50 percent out-of-area and overnight travel. Travel may include local business-day travel and travel to company locations, leadership meetings, integrations, and talent programs.

📌 Director, Head of Talent Acquisition Innovation (Toronto)
🏢 Park Lawn
📍 Toronto