Vice President Human Resources

We’re RCL - Reitmans Canada Limited . We’ve been part of the fabric of Canada’s fashion landscape since 1926, and today, we’re elevating our iconic brands – Reitmans, RW&CO, and PENN. Penningtons – more than ever before.

Our vision is to empower Canadians to live confidently, and our mission is to create collections of uncompromising style and quality for all.

With close to 400 stores nationwide and collections designed right here at home, in Canada, we offer an exceptional customer experience. What drives us? A clear vision, unwavering commitment to our customers, and the passion of our thousands of employees across the country.

The Opportunity

Reporting to the EVP, Chief Talent and Corporate Affairs Officer, of RCL-Reitmans Canada, the VP Human Resources is a senior, strategic HR leader with a strong reputation for driving organizational performance, shaping culture, and enabling leadership effectiveness. This role positions HR as a trusted, high-impact partner that translates business priorities into actionable, future-ready practices. The VP HR champions modern, data-driven, and digitally enabled HR solutions, ensuring the organization can attract, retain, and develop talent while reducing friction, enhancing collaboration, and preparing for sustainable growth.

This leader is accountable for building a world-class HR function that balances operational excellence with innovation, embeds HR deeply in business decision-making, and continuously evolves people strategies to meet current and future organizational needs.

6. Future-Ready HR & Digital Transformation

- Champion HR digital transformation, including AI, automation, smart HR systems, and data-driven decision-making.
- Simplify processes, reduce bureaucracy, and redesign workflows to empower leaders and employees while maintaining governance and control.
- Anticipate future organizational trends and position HR as a proactive, modern, and credible partner.
- Integrate advanced HR capabilities such as DEI, employee experience design, agile workforce strategies, and change management across all HR programs.

Responsibilities

Define and lead HR strategy aligned with business priorities, workforce trends, and future organizational needs.; Oversee HR operations—including HR Business Partners, Total Rewards, and Health & Safety—ensuring efficiency, clarity, and measurable impact.; Position HR as a reliable, strategic partner that enables leaders and teams to deliver results and drive cultural excellence.; Lead integrated HR PODs aligned to business segments, combining HRBPs and functional experts.; Transform HRBPs into embedded strategic partners who actively shape leadership decisions and business outcomes.; Design a seamless HR service model that emphasizes accountability, collaboration, and consistent results across the organization.; Partner with Centers of Expertise to ensure adoption of best practices at scale and integration with business priorities.; Elevate leadership capability through coaching, mentoring, and structured talent development initiatives.; Embed modern leadership competencies such as agility, resilience, and digital fluency into talent and leadership programs.; Implement disciplined HR governance, operational KPIs, and performance dashboards.; Drive decisions using data analytics, predictive insights, and workforce intelligence to anticipate organizational needs and optimize HR impact.; Ensure consistent, high-quality HR practices that reinforce fairness, compliance, and operational efficiency.

Requirements

Bachelor’s degree in a related field of study.; 10 + years of HR leadership experience, ideally in retail or large-scale operations. With 3+ years in a senior leadership role.; Experience in organizations of 3,000+ employees, public company exposure is a plus.; Proven ability to simplify, modernize, and scale complex HR environments.; Strong operational, structural, and organizational design capabilities.; Expertise in data-driven HR, digital transformation, DEI strategies, workforce planning, and change management.; Exceptional leadership, stakeholder management, and business partnering skills.; Reputation as a trusted, influential, and forward-thinking HR leader capable of shaping organizational culture and enabling strategic priorities.; Bilingual to work with teams across Canada.

Benefits

Lead competitive, equitable, and financially disciplined compensation and benefits strategies.; Innovate reward programs to reflect evolving employee expectations, market trends, and the organization’s strategic priorities.; Support leaders on workforce planning and reward decisions that reinforce performance, retention, and engagement.