Senior Director, People Strategy & Business Initiatives

Overview of the role:

The Senior Director, People Strategy & Business Initiatives is a strategic leadership role reporting directly to the Chief Human Resources Officer. This role is designed to increase the strategic capacity of the CHRO and HR Leadership Team by connecting people strategy, organization design, talent strategy, people insights, HR modernization, and future-of-work capabilities into one integrated enterprise agenda.

The Senior Director will serve as a trusted advisor to the CHRO, HR Leadership Team, and other key stakeholders to advance priority business and people initiatives. The role leads a direct report and may provide indirect leadership to cross-functional project teams and external partners.

The role focuses on shaping fit-for-purpose operating models, strengthening organization design, simplifying how work gets done, enabling AI and technology-driven solutions, and translating people insights into clear recommendations for senior leaders.

How you will make contributions that matter:

Organization Design and Operating Model Strategy

• Lead organization design and operating model work, including spans and layers analysis, role clarity, decision rights, governance, and ways of working.

• Partner with the CHRO, HR Leadership Team, HRBPs, and business leaders to determine structures, capabilities, and accountabilities required to support business objectives.

• Develop practical organization design principles, tools, and standards to support consistent, fact-based decisions across functions, geographies, and divisions.

• Use internal insights, external benchmarks, and business context to challenge current models and recommend simpler, more agile, and more effective ways of operating.

HR Modernization, Future of Work and AI Enablement

• Identify where process simplification, technology, automation, AI-enabled solutions, and stronger data can improve HR quality, speed, consistency, and employee experience.

• Lead or support key HR and business initiatives that simplify governance, service delivery, decision-making forums, and ways of working.

• Assess emerging trends in AI, skills, workforce planning, employee experience, analytics, and HR service delivery, and translate them into practical opportunities for Saputo.

• Promote continuous improvement across HR by reducing complexity, eliminating duplication, clarifying accountabilities, and increasing work effectiveness.

Talent Strategy and Succession Management

• Support the enterprise talent agenda by connecting talent insights, succession risks, workforce planning, internal mobility, and organization design implications to Saputo’s business strategy.

• Partner with the HRBPs, division talent leaders, Talent Acquisition, Learning & Development, and Total Rewards to ensure talent discussions are informed by business priorities, workforce needs, and clear data.

• Support preparation of CHRO, Executive Leadership Team, and Board-level materials related to talent pipeline, succession risks, critical roles, workforce capability, and organizational health.

People Insights, HR KPIs and Decision Support

• Define and monitor the HR KPIs and people metrics that matter most to business performance, including organization health, workforce productivity, talent pipeline, internal mobility, retention, engagement, and HR process performance.

• Connect data from talent, workforce planning, organization design, employee listening, HR systems, and business indicators to build stronger people insights.

• Translate data, benchmarks, and trends into clear implications, options, and recommendations for senior stakeholders.

• Partner with HR Systems to improve data quality, reporting discipline, dashboard usefulness, and analytics maturity.

Executive Advisory and Decision Support

• Act as a thought partner to the CHRO on key people priorities, business initiatives, organization risks, and decision points.

• Prepare executive-ready insights, options, recommendations, and discussion materials for CHRO, HR Leadership Team, Executive Leadership Team, and Board-related discussions.

• Facilitate senior-level discussions on operating model choices, t