Director, Talent Management

Overview

If you are a highly motivated, organized professional with strong people and time management skills, and a passion for improving the health and wellbeing of people in Canada, you will want to join the Canadian Partnership Against Cancer (the Partnership).  The Partnership stewards the Canadian Strategy for Cancer Control (CSCC) through driving measurable change for all people in Canada affected by cancer.  Its mission supports a future where fewer people get cancer, more people survive cancer and those living with the disease have a better quality of life. Our vision is to achieve equitable access to high quality care for all Canadians, which requires the staff of the Partnership to be well equipped to support our partners in reaching this goal.

The Partnership is looking for a Director, Talent Management to lead our Talent (Human Resources) team!  Reporting to the Vice President, Finance and Corporate Services, the successful candidate will be a strategic leader who acts as a key business partner and trusted advisor, and who collaborates with the executive and management teams to develop, design, and lead the execution of innovative, world class HR strategies, programs and communications in support of the Partnership’s mandate.

As a member of the Executive, the Director is a critical problem-solver and facilitator in our organization who helps to bring innovative ideas into our policy and strategy and plays a key role in ensuring the Partnership’s policies and practices are equitable and demonstrates through their own performance and leadership, the consistent application of these policies.  The Director must impeccably model the practices and behaviours we are seeking to promote with staff – particularly in the areas of transparency, authenticity, cultural competency, inclusiveness, collaboration, respect, and innovation.

Since innovation involves change, this role will require a high degree of self-motivation, adaptability, and agility, along with the ability to drive progress within an evolving context. Additionally, the Director will be comfortable undertaking evidence gathering and using qualitative and quantitative analysis to think through strategic implications and direction setting based on identified good/best practices.

A fuller summary of responsibilities include:

• Being a champion of diversity and inclusion within the organization through policies, practices, training/education, and behaviour modelling.
• Providing direct support to the leadership team and counsel on all matters related to modern Human Resource practices
• Collaborating closely with senior management, internal colleagues, and external partners to play a key role in developing and driving the Partnership’s health equity strategy
• Formulating, recommending, and spearheading initiatives aimed at enhancing the work environment, culture and employee engagement and inclusion levels
• Driving and supporting organizational change by providing leadership, expertise, and direction on all aspects of transition management, drawing upon best practices, experience of key partners and the unique/specific requirements of the Partnership
• Delivering a comprehensive program of performance management, rewards, and measures to reinforce and recognize excellence, desired behaviours and results to achieve the organization’s objectives and priorities
• Collaborating with the Communications team to create and develop an enhanced employer brand that conveys the Partnership’s vision and values.

The Partnership values an agile, inclusive culture that prioritizes diversity of thought and experience by inviting constructive and challenging opinions.  The Partnership also places a premium on ensuring it reflects the demographic diversity of Canadians, at all levels of the organization.  The Director will work in collaboration with colleagues to ensure equity is embedded in all policies and practices, across an employee’s Partnership experience – from recruitment to retirement, making diversity, equity, and inclusion foundational to all areas of Partnership business.

We offer a competitive salary, benefits package, and flexible working conditions.

To apply, please forward your Resume/Curriculum vitae combined in one file in Word or PDF format to: talentmanagement@partnershipagainstcancer.ca.

The Partnership is committed to equity in employment and encourages applications from all qualified candidates.  We value new perspectives and non-traditional experience, particularly from those who identify as part of an under-represented community.  The Partnership will make available reasonable accommodations for people with disabilities upon request.  

We thank all candidates for your interest and advise that only those selected for an interview will be contacted.

Full job description

The Partnership’s Finance and Corporate Services Division leads all services to secure a sound financial platform and ensure that the organization has the technical, operational, infrastructure, talent management and change management capabilities necessary to achieve the maximum impact for its mandate and budget. The team works alongside all divisions in managing financial and resourcing aspects of programs and initiatives that aim to deliver on the eight priorities of the 2019-2029 Canadian Strategy for Cancer Control.

Reporting to the Vice President, Finance & Corporate Services, the Director of Talent Management will focus on leading an innovative and strategic human resource program. The Director, as part of the Executive Committee, plays a key role in ensuring the Partnership’s Policies and Practices are equitable and demonstrates through their own performance, the consistent application of these policies. The individual has a keen understanding of the link between internal equitable practices and organizational outcomes and ensures Human Resources Policies and Practices support a positive and dynamic organizational culture. This Role provides direct support to the leadership team and counsel on all matters related to Human Resources practices. The Director will ensure a mechanism for the Partnership’s due diligence in conveying all policies to employees.

As a highly organized professional with strong time management skills, the Director of TM positively influences the ongoing evolution of people practices through effective Talent Management and HR programs and services, fostering a culture that stands among the best Employers of First Choice. This position is a key contributor to the Partnership’s overall vision to reduce the burden of cancer on all Canadians.

Core responsibilities and activities

Talent and change management

• Functions as a strategic advisor to the executive leadership team regarding key organizational and management issues; articulates human resource needs. Develops, and executes on plans to address the changing needs of the organization.
• Leads and supports the organization in ensuring an optimal structure with high performing talent who are engaged and passionately drive the Partnership’s mandate
• Participates in the corporate annual business and operational planning with key accountability for Human Resources-related objectives along with shared responsibility for broader Partnership objectives.
• Develops and implements integrated and effective talent management programs and processes aligned with the ongoing needs and goals of the organization that are legislatively compliant and follow best practices.
• Collaborates closely with senior management, internal colleagues, and external partners to play a key role in developing and driving the Partnership’s equity strategy
• Is responsible for the design, development, and implementation of a robust talent acquisition program that will attract, retain, and engage high performance talent
• Initiates and implements an orientation on-boarding program that will enhance an exceptional employee experience right from the start
• Develops and executes an annual talent management and succession program which identifies and develops a pipeline of management and leadership talent for the Partnership’s future and organizational goals
• Continuously reviews and assesses the strategic objectives of the organization and recommends organizational changes necessary to re-align people, positions, reporting relationships, the creation of new roles, and the elimination of redundancies
• Formulates, recommends, and spearheads initiatives aimed at enhancing the work environment, culture and employee engagement levels. Initiatives may include but are not limited to diagnostics such as workforce surveys/assessments, new practices and/or policies, training events and benefit programs that impact the employee experience.
• Drives and supports organizational change by providing leadership, expertise, and direction on all aspects of transition management, drawing upon best practice, experience of key partners and the unique/specific requirements of the Partnership

Total rewards and human resource management

• Delivers a comprehensive program of performance management, rewards, and measures to reinforce and recognize desired behaviours and results to achieve the Partnership’s objectives
• Manages through collaborating with other leaders, the annual performance review process
• Through ongoing review, ensures relevance and marketability of a total compensation program (including review of internal equity, external competitiveness, benefits program and employee policies)
• Develops and implements professional development programs to cross-train and advance knowledge transfer throughout the organization. Implements a comprehensive continuous education program aligned with the Partnership’s goals and based on talent/succession plans
• Collaborates with employees to ensure developmental alignment with organizational needs and employee’s goals
• Manages and executes all other HR functions such as Health and Safety, Employee Relations, HR Policies & Procedures, HR data analytics and monitor current trends and developments within the HR landscape

Communication and reporting

• Collaborates with the Communication team to create and develop an enhanced employer brand that relays the Partnership’s vision and values. This public-facing image with promotional material, website, and job ads should be consistent and attract individuals who align with Partnership values
• Expands recruitment channels via social media, head-hunters, associations, and networking to cast as wide a net as possible in the search for candidates of interest
• Contributes to corporate-wide and cross-divisional initiatives to foster integration and to observe issues and opportunities throughout the organization, (e.g., participation on committees). Develops strategic linkages with key external stakeholders to seek out innovative opportunities that can support a robust Talent Management program (e.g., secondments)
• Maintains professional and technical knowledge by attending education workshops, reviewing professional publications, establishing personal networks, benchmarking best-practices, and participating in professional societies
• Performs other duties and ad hoc projects as assigned

General accountabilities

• Contributes to the strategic leadership and direction of the organization through participation on the Partnership’s Senior Management Committee, which includes the CEO, Vice Presidents, Directors and Regional Leads.
• Holds shared accountability for collaboration across divisions and portfolios and with external partners, particularly to ensure opportunities for strategic alignment with all aspects of the refreshed pan-Canadian Cancer Strategy
• Supports VP accountabilities and achievement of strategic priorities
• Contributes to setting division strategy and goals, allocating resources and delivering results on time and within budget

Competencies

The Partnership’s core competencies are a key element to reviewing performance. While the duties and responsibilities of a position tell you the “what,” the competencies tell you the “how.” We have developed five universal competencies which we expect to be exhibited by all employees regardless of level or position, as well as five leadership competencies which we expect to be exhibited by staff in people management positions.

Universal competencies

• Inclusive – values diversity and applies an equity lens; consciously thinks about who needs to be included. Understands the link between Diversity, Equity and Inclusion and recognizes areas where policies and practices could present unnecessary and unintended barriers to inclusive practice
• Agile – is constantly adapting to the needs of the workforce, partners, priorities and outcomes; is committed to continuous learning and improvement; promotes new ways of doing things
• Collaborative – partners and builds strong relationships; works effectively with team members
• Outcomes-focused – focuses on the ultimate impact; prioritizes work with a focus on underserved groups
• Systems-thinking – has political acuity and connects the dots between their work and the broader system

Leadership competencies

• Inspiring – cultivates a common purpose, building energy for change
• Empowering – builds capability and removes barriers to success
• Influential – builds and leverages strong relationships, driving action without authority
• Results-oriented – delivers value from budgets and resources
• Strategic – thinks ahead; focuses on what’s important; knows when, how and with whom to act
• Empathetic – has the ability to consider other perspectives and quite often can imagine what others might be feeling

Experience and qualifications

• Undergraduate or graduate degree in Human Resources, Labour Relations, Business Administration, or other relevant discipline, or an acceptable combination of education and experience
• Certified Human Resource Leader or Executive (CHRL/CHRE) preferred
• Is experienced in implementing and managing a robust and progressive Talent Management System within a small organization.
• Has at least 5 years of executive leadership in which there has been clear application of equitable practice within the context of administering organizational policies.
  Education or experience with First Nations, Inuit and Métis is an asset
• Microsoft 356 (Outlook, Word, Excel, PowerPoint, SharePoint, Microsoft Teams, OneDrive)
• Bilingual in both English and French is an asset