THE OPPORTUNITY AND THE ROLE

Transcription

1 THE OPPORTUNITY AND THE ROLE Cystic Fibrosis Canada is seeking an experienced, talented and dynamic bilingual Human Resources professional to join the team in a leadership role as the Executive Director, Talent Management. This is a new and exciting opportunity to create and deliver meaningful and engaging employee and volunteer experiences through strategic initiatives and programs that enable staff and volunteers to learn, develop and contribute successfully to our mission to END Cystic Fibrosis. Reporting to the President and CEO, the Executive Director, Talent Management will provide strategic Human Resources and organizational design leadership to build and grow Cystic Fibrosis Canada s talent development programs; create memorable workplace experiences spanning all aspects of employee and volunteer relations, including recruitment, onboarding, retention, development, and engagement; and bring the culture of Cystic Fibrosis Canada to life through engaging workplace environments, internal communications, and employee/volunteer events and recognition programs. In the last few years Cystic Fibrosis Canada has successfully undergone significant transformation and strategic change, inclusive of a modernized governance structure and revised regional operating structure. A new strategic plan has just been developed with a renewed focus on human and financial capacity in order to meet the increased healthcare needs of a growing adult CF population and investment in accelerated research. This is an exciting time for a seasoned strategic HR professional to join an organization that is evolving, open to change, and committed to the development of all constituents. LEADERSHIP RESPONSIBILITIES: Deliver a #dreamjob experience for Cystic Fibrosis Canada s 70 employees and 1,500 volunteers. Build and implement a proactive HR strategy that supports teamwork, continuous improvement among staff, volunteers and donors and is aligned with strategic outcomes. Oversee and lead the development and implementation of programs that enhance and support the strategic direction of the organization, from strategic recruitment, on-boarding, to internal communications vehicles, to performance management, reward and compensation systems. Provide leadership to the development of systems and programs that will ensure employees and volunteers have the tools they need to be productive and successful.

2 Provide leadership to the HR team, including strategic management, setting goals and expectations, supporting high level performance, recognizing success and cultivating a strong department. In collaboration with the leadership and HR teams develop and implement an organization-wide integrated talent and leadership management strategy for staff and volunteers to ensure the sourcing, assessment, development, retention, and succession of current and future generations of leaders. Establish key performance indicators to measure the success of HR programs and ensure continuous improvement. Support the tracking and reporting of benchmarking data related to the department's functional responsibilities. Build and use predictive analytics to increase employee/volunteer engagement and reduce/predict turnover. Lead the strategic development of national volunteer management practices that support volunteer development at all levels. In collaboration with colleagues across the country develop and implement frameworks for evaluation of volunteer management practices and their consistent application. In collaboration with the leadership team, lead in developing initiatives that promote a culture of excellence, accountability, caring and teamwork throughout the organization. Ensure opportunities are created for communication, exchange of ideas and collaboration across all levels throughout the organization. Develop and implement an effective learning and development program that builds capacity to deliver on the strategy. Provide leadership to the implementation of comprehensive HR information systems, including the use of online tools. Develop an effective learning culture, including capitalizing on knowledge transfers and implementing mentoring and coaching processes. Provide support and guidance on HR strategy and to the Senior Leadership team to further their respective leadership contributions and enhance the capabilities of their teams. Develop a formal recruitment strategy, inclusive of a strong brand, based on the strategic priorities of CF Canada. Lead the development of the HR budget, ensuring sound fiscal management of resources and implementation of strategies that achieve organizational goals. Serve as a change agent and support staff in embracing change. Prepare the organization to apply for local and national awards (e.g. Nonprofit Employer of Choice Award) by Develop strong relations with the staff and volunteers, fostering collaboration and teamwork.

3 Ensure effective risk management and compliance with all applicable legislation. As a member of the Executive team, collaborate with colleagues and contribute fully to the achievement of shared organizational goals. Liaise with the Board of Directors as required. LEADERSHIP PROFILE QUALIFICATIONS Education University degree or equivalent CHRL or CHRE is preferred Skills and Experience A proven ability to establish and maintain strong working relationships with a variety of stakeholders. A minimum of 8-10 years progressive experience in an HR leadership role and a member of a leadership team. A passionate and compelling communicator and listener with demonstrated change management skills and the the ability to transform human resources to a strategic position within an organization. Expertise and practical knowledge of the full range of strategic HR programs, services, delivery models and metrics to accelerate individual and organizational performance. Excellent interpersonal, negotiation and presentation skills. Sound understanding and knowledge of best practices and tools in strategic human resources, volunteer and knowledge management. Demonstrated fiscal responsibility in addressing HR cost management challenges. Knowledge of employment legislation. Demonstrated ability to effectively manage multiple priorities simultaneously and thrive in a dynamic environment while prioritizing and focusing on successful implementation. Progressive, collaborative management skills and the ability to identify and support individual strengths and complementary skills and competencies. Familiarity utilizing organizational performance metrics to benchmark, analyzing results and identifying opportunities for improving results. Strong team leadership and mentoring skills to direct reports. Thorough working knowledge of traditional and leading edge HR management strategies, models, tools and techniques. Judgment, tact, discretion, diplomacy, and ability to hold confidence.

4 A strategic thinker who can also roll up their sleeves. A genuine people person who easily earns respect and trust. Demonstrated commitment to a customer service orientation. Fluent in both English and French languages. THE ORGANIZATION Cystic Fibrosis Canada is a national charitable not-for-profit corporation established in 1960, and is one of the world s top three charitable organizations committed to finding a cure for cystic fibrosis (CF). As an internationally recognized leader in funding innovation and clinical care, we invest more in life-saving CF research and care than any other non-governmental agency in Canada. CF Canada has four regions and 50 volunteer chapters across the country that help to raise funds for vital cystic fibrosis research and care. The mandate of Cystic Fibrosis Canada is to help those living with cystic fibrosis, principally by funding cystic fibrosis research and by supporting high quality clinical and transplant care. Cystic Fibrosis Canada also provides educational materials for the cystic fibrosis community and the general public; undertakes advocacy initiatives with, and on behalf of Canadians with cystic fibrosis, to enhance their quality of life; and raises funds to support its programs. Since establishment, Cystic Fibrosis Canada has invested more than $235 million in leading research, innovation and care. As a result, Canadians with cystic fibrosis have one of the highest median survival rates in the world. We rely on the generous support of our volunteers, donors, and partners in our shared mission to improve the lives of Canadians living with cystic fibrosis, and ultimately to find a cure for this devastating disease. Cystic Fibrosis Cystic fibrosis (CF) is the most common fatal genetic disease affecting Canadian children and young adults. There is no cure. Cystic fibrosis causes various effects on the body, but mainly affects the digestive system and lungs. The degree of cystic fibrosis severity differs from person to person. However, the persistent and ongoing infections in the lungs, with destruction of lungs and loss of lung function, eventually causes death in the majority of people who have cystic fibrosis. Typical complications caused by cystic fibrosis are difficulty in digesting fats and proteins; vitamin deficiencies due to loss of pancreatic enzymes; and progressive loss of lung function.

5 It is estimated that one in every 3,600 children born in Canada has cystic fibrosis. More than 4,000 Canadian children, adolescents, and adults with cystic fibrosis attend specialized CF clinics. With newborn screening available in most provinces across Canada, the 2014 median age of survival is now 51.8 years, however those who passed away in 2014 were of a median age of 35 years. Values Excellence - Accountability Caring - Teamwork CONTACT INFORMATION If you are interested in playing a pivotal role in a dynamic and evolving organization, or have any questions regarding this initiative, please contact: Daniel Piotrowski, Coordinator, Human Resources Cystic Fibrosis Canada dpiotrowski@cysticfibrosis.ca Tel: ext. 302 Fax: