Director, Project Services


Position summary

The Director, Project Services oversees the Department project development planning processes related to terrestrial and marine engineering design and project risk management for projects by PRPA, tenants or proponents. In fulfilling the duties of this role, the incumbent supports the Port’s long-term strategic capital projects and infrastructure development objectives.

Major accountabilities

• In collaboration with gateway operations and business development teams, works with project proponents in their project investigation and development activities including site selection, project feasibility planning, gateway master plan integration, and project construction coordination.
• Works closely with V.P.s, Operations & Planning and Trade Development & Communications, in the development of start-up plans for all Port projects and ensures that projects during the planning phase stay on track and meet the intended strategic objective.
• Oversees the engineering design of the Port’s Master Gateway Rail, Road and Infrastructure Plan with tenants and project proponents.
• Leads the review of development projects within the Port of Prince Rupert to ensure the planning, design, engineering and operations meet appropriate building codes, standards of safety, risk management parameters and comply with all applicable Port Policies, laws and regulations necessary to meet the Prince Rupert Port Authority’s authorization.
• In conjunction with Director, Environmental Planning & Compliance, ensures that engineering design is based upon environmental sustainability objectives and project authorization mitigation requirements.
• Manages in conjunction with the Director, Infrastructure & Delivery, the tendering and bid evaluation activities required to seek Board and or Executive approval for award of contract(s).

• In conjunction with the Director, Infrastructure & Delivery, ensures that all projects are costed and scoped appropriately given the nature and timing of the project; ensures appropriate engineering design, site and environmental risk allowances are captured in budget contingencies.
• In conjunction with Vice President, Commercial & Regulatory Affairs and Director, Infrastructure & Delivery, assists with Construction Contractor contract price and terms and conditions negotiation.
• Negotiates consultant service contracts.
• Ensures that consultant service contracts track budget and schedule.
• Directs the selection process of engineering and risk assessment consultants engaged by the Port.
• Supports and encourages safe works practices and ensures employees have required training and certification. Supports environmentally conscious development and construction. Proactively addresses any issues that arise.
• Provides inputs into the development of the Strategic Business Plan.
• Develops and implements policies, strategic initiatives, and budgets for the Infrastructure & Engineering and Asset Management Departments.
• Prepare submissions for presentation to Board of Directors by executive management.
• Trains, develops, and motivates employees.

Specifications

FORMAL EDUCATION

• Bachelor’s Degree in Engineering – Civil or Geotechnical
• Registered with EGBC as a P. Eng.

RELATED EXPERIENCE

• 7 to 10 years’ of related experience in development of major infrastructure projects, ideally in a marine-related environment
• Demonstrated track record of success in a broad-based engineering, construction, or consulting management role

OTHER REQUIREMENTS

• Strong analytical, problem solving and organizational skills
• Strong consultation, facilitation and coaching skills
• Excellent spoken and written communication skills
• Strong leadership skills and attention to detail
• Superior judgment and tact in dealing with sensitive issues and confidential information
• Excellent relationship building skills. Able to establish and maintain effective working relationship with peers and superiors.
• Demonstrated ability to manage multiple projects concurrently and to effectively handle changing priorities
• Enthusiastic and self-motivated. Works well individually as well as in a team environment.
• Creative and intuitive thinker
• Demonstrate commitment to the Port’s Vision and Mission.
• Proficient in MS Office, especially Microsoft Word, Excel and Powerpoint
• Able to obtain clearance under Transport Canada’s Security Clearance Program
• Possess valid BC Class 5 Driver’s License

Apply Now

If you are interested in this opportunity, send your resume to Dave Banns by clicking ‘Enquire Now’ or by sending an email to dbanns@theheadhunters.ca

Enquire Now

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Vice President, People, Performance & Culture

The Vice President, People, Performance & Culture will be responsible for leading the organizational development that supports the growth of both employees and the organization. This role reports to the President & CEO regarding development and implementation of people strategy, policies, practices, and programs for employment, recruitment, compensation, benefits, and employee development.
2022/04/14
2022/05/31
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Vice President, People, Performance & Culture

The Vice President, People, Performance & Culture will be responsible for leading the organizational development that supports the growth of both employees and the organization. This role reports to the President & CEO regarding development and implementation of people strategy, policies, practices, and programs for employment, recruitment, compensation, benefits, and employee development.

The Vice President, People, Performance & Culture will enforce compliance to labour laws and regulations pertaining to staff and will lead organizational development by building the right capability and capacity to adapt and change to achieve greater effectiveness through internal strategies, structures, capabilities, processes, and systems.

LOCATION

Prince Rupert, British Columbia.
PRPA is open to considering a hybrid model for the right candidate, which would include a mix of an in-office and remote environment.

RESPONSIBILITIES

People strategy
‒ Provide strategic leadership and consulting support to company executives and management for setting people-driven strategic plans and goals aligned to PRPA’s Corporate Strategic Plan.
‒ Participate in planning for strategic training and organizational talent development.
Performance management
‒ Develop, maintain, and administer employee performance planning and evaluation systems.
‒ Oversee compensation programs to ensure regulatory compliance and competitive salary levels.
‒ Ensure adherence to organization policy for promotions, filling new positions, upgrading existing positions, and processing annual salary adjustments.
‒ Ensure all supervisors and managers are equipped with the skills required to provide effective staff performance management.
‒ Consult with supervisors and managers on issues pertaining to employee performance.

People policies, business practices, and guidelines
‒ Ensure all Human Resources policies, programs, and practices are compliant with applicable labour legislation.
‒ Develop and implement best practices in people policies and procedures.
‒ Ensure people processes and practices are streamlined and robust to ensure efficiency, accuracy, and confidentiality.

Continuous Improvement/Business Transformation
‒ Participate in streamlining business processes to ensure efficiency in the organization.
‒ Provide change management strategies for organizational development.
‒ Lead cross functional teams to deliver key projects related to continuous improvement in areas such as process & systems, document management, and decision-making rights.
‒ Accountable for addressing risks identified in the Port’s risk register.

Recruitment and retention
‒ Create company strategic recruitment and retention plan, including setting of equal opportunity and diversity goals.
‒ Ensure the attraction, motivation, and retention of a competent workforce which meets the current and future needs of the organization.
‒ Develop and implement appropriate job design/analysis programs to ensure internal equity.
‒ Ensure the depth and capability of the organization is managed by developing and implementing an integrated succession planning program which includes deliberate hiring and selection, assessment of individual potential, professional development, and retention of the talent pool.

Total rewards
‒ Advise the organization on appropriate compensation and benefits strategy and philosophy.
‒ Align the Port’s compensation and benefits with its business plan and long-term strategy.
‒ Ensure external competitiveness by participating regularly in external compensation and benefits surveys.

Organizational culture strategy
‒ Assess company culture and employee morale and provide recommendations on changes to accomplish company goals and objectives.
‒ Lead the efforts to develop a workplace which is inclusive, welcoming, and professional.
‒ Implement organizational diversity programs which embraces workforce diversity and make diversity intentional.
‒ Actively seeks out employees to develop and promote trust and team spirit in the organization.
‒ Proactively collaborate with managers to minimize employee relations concerns, work performance issues, and employee complaints.

Human resources management
‒ Assess and make recommendations for outsourced HR services.
‒ Develop and manage annual budgets for HR and perform periodic cost and productivity analyses.
‒ Ensure confidentiality of employee files, all salary information, disability information, personal issues, terminations, recruitment information, and health benefit data.
‒ Evaluate procedures and technology solutions to improve human resources data management and ensure adequate staff related data management systems are in place.
‒ Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives.
‒ Maintain knowledge of industry trends and employment legislation and ensure compliance.
‒ Supervise the staff of the Human Resources Department including Health & Safety.
‒ Participate on committees and special projects.

FIRST YEAR SUCCESS

‒ Ensure human resources alignment within PRPA by developing and operationalizing a clear strategic vision to realize PRPA’s growth goals.
‒ Demonstrate strong leadership, business acumen, and influencing skills to optimally position the PRPA workforce to achieve the organizations strategy on schedule and within budget, by leading and influencing HR functional teams and the broader leadership group.
‒ Foster a deep, trusted relationship with PRPA’s leadership team and members of the organization so the individual is seen as the ‘go to’ for the tough, high-level strategic HR issues, ensuring that Human Resources is a valued player at the table.
‒ Develop an understanding and appreciation for the industry, culture, organizational dynamics, current situation, and strategic objectives of PRPA.

THE CANDIDATE

A leader in their field, the successful candidate for the Vice President, People, Performance & Culture will possess a combination of the following education, skills, knowledge and experience, leadership competencies and personal characteristics to add value as a key member of the Prince Rupert Port Authority leadership team.

EDUCATION / CERTIFICATIONS

‒ Bachelor’s degree in Human Resource Management, Business Administration, Commerce or other related discipline.
‒ An MBA and/or professional CPHR designation or equivalent would be considered an asset.

SKILLS, KNOWLEDGE, AND EXPERIENCE

‒ 10 to 15 years of relevant experience
‒ Minimum 3 years in a leadership position in a company of a similar size required.
‒ Demonstrated ability to manage HR strategy, organizational development, and change.
‒ Demonstrated knowledge of design, development, and implementation of compensation administration plans and benefit programs.
‒ Able to analyze and assess training and development needs.
‒ Able to analyze and re-engineer operations, procedures, formulate policy as well as develop and implement new strategies and procedures.
‒ Demonstrated knowledge of continuous improvement and lean management methodologies.
‒ Effective presentation and communication skills, both written and verbal, in order to communicate with all levels of the executive team and individuals at all levels of the organization.
‒ Politically and culturally sensitive.
‒ Able to provide leadership and support for managers to enable them to properly manage their employees to drive results and achieve top performance.
‒ Computer literacy, including effective working skills of MS Word, Excel, PowerPoint required.
‒ Able to build and maintain lasting relationships with corporate departments, and other internal and external stakeholders.
‒ Excellent time and project management skills.
‒ Strong problem identification and problem resolution skills.
‒ High level of critical and logical thinking, analysis, and/or reasoning to identify underlying principles, reasons, or facts.
‒ Strong morals and ethics, along with a commitment to staff privacy.

LEADERSHIP COMPETENCIES

‒ Developer: Attracts, hires, and retains top talent; continually elevates performance by leveraging constructive feedback, accurate assessment of individual capabilities, coaching, and development opportunities to improve self and others.
‒ Relater: Purposefully builds positive working relationships internally at all levels as well as alliances and partnerships externally by fostering trust, collaboration, and teamwork; demonstrates sensitivity and openness to others’ views; uses EQ to adapt interpersonal style to relate well to others.
‒ Strategist: Uses foresight, environmental awareness and thought leadership to create a compelling vision for the future and develop distinctive strategies to achieve desired business outcomes; fosters new ways of thinking and drives needed change to transform the business.

PERSONAL CHARACTERISTICS

‒ Professional and polished, this individual must have the presence required to work closely with and command respect from both internal and external members of the organization.
‒ Flexible and nimble, this individual must be broad in their thinking, amenable to differing opinions, and able to make recommendations and adapt to the go-forward approach decided upon at the executive leadership table.
‒ Engaging, inspirational, and motivational, this individual must be seasoned as a Human Resources professional, able to create effective programs in support of business objectives.
‒ With excellent judgment, this individual must be able to assess situations and read audiences as well as demonstrate the ability to identify priorities and emerging issues.
‒ Hands-on, this individual must take a hands-on approach as a leader who can guide and contribute to the implementation of effective, standardized programs in support of business.

CALDWELL CONTACTS
Send resumes or nominations as soon as possible to:

ADAM COTTERALL
Partner
office number: 1 604 629 7159
acotterall@caldwell.com

COURTNEY DAY
Partner
office number: 1 403 537 5678
cday@caldwell.com

JENN MATWYCHUK
Associate
office number: 1 604 629 7153
jmatwychuk@caldwell.com

CHRISTIANA CHAN
Project Coordinator
office number: 1 604 629 7158
cchan@caldwell.com

www.caldwellpartners.com