Leader, Culture & Learning - 12 month term (Closing Date: November 27, 2019)

November 14 2019
Categories HR, Training, Training - Development - Improvement, Organizational Development, HR, Training
Vancouver, BC

Status: Casual, Full-Time, Excluded
Term: 12 months; January 2020 - January 2021
Reports to: Director, People & Culture

Principle Accountabilities:

Learning & Development: Assess organizational development needs to drive training initiatives and identify training solutions for employees. Develop and implement learning best practices that enable employees to take an integrated approach to delivering client services. Partner with Leaders to define performance caps, capability requirements, recommend approach and reinforcement strategies. Lead the implementation of a new Learning Management System (LMS) across the organization. Partner with Leaders and HR Business Partners in the development of training paths for succession planning and learning and development programs and objectives. Develop, implement, monitor and maintain learning programs across the organization. Manage the development of strategic partnerships with the leadership team while driving change management and organizational design initiatives that foster organization learning objectives. Develop methods to assess and determine the value and effectiveness of organizational learning and development programs and drive the implementation of initiatives. Research, provide recommendations and implement ways to source and deliver learning across the organization.

Equity, Diversity & Inclusion: Work closely with internal stakeholders to develop communications that increase transparent diversity & inclusion initiatives. Provide leadership and support to understand and meet intercultural challenges and act as a learning liaison across the organization on inclusive leadership. Partner with Leaders and Human Resources to disrupt implicit bias, and remove systematic bias in recruitment, advancement, and succession planning. Build impactful relationships with organizations and diversity & inclusion groups, and recruitment strategies for underrepresented groups. Act as a partner for Leaders and members of the Executive team to provide recommendations that drive business strategy and demonstrate the impact of diversity and inclusion.

Culture Strategy: Act as a strategic thought partner to the organization to execute best cultural practices. Lead mental resiliency strategies within the workplace and act as an advisor to Leaders and employees. Partner with Leaders and Directors to advise on leading organizational culture strategies and future of work recommendations. Recommend creative solutions that drive efficiency and operationalize processes and programs.

Research & Analytics: Assess global equity, diversity & inclusion benchmarks, including literacy, unconscious bias and intercultural skills. Measure, track and analyze the effectiveness of inclusion initiatives and predict future trends in inclusion efforts. Review and provide recommendation on internal and external benchmarks to help drive diversity and inclusion strategy. Develop and implement learning and development metrics and key performance indicators.

Leadership: Provide coaching and advice to leaders to strengthen change initiatives and foster continuous improvement and identifies factors that could impact successful implementation of change efforts. Model leadership behaviours that support the engagement of employees, and drive culture and change management initiatives. Manages, develops and coaches team members, conducting ongoing performance management and succession planning.

Employee Management/Employee and Labour Relations: Manage employees; including recruitment, selection, employee and labour relations, and performance management. Selection of employees includes interviewing applicants and determining who will be hired. Performance Management includes planning, assigning and monitoring employees’ activities; initiating and applying corrective performance measures, including counseling, training, and disciplining employees up to and including suspensions from employment, as well as recommending more serious disciplinary actions, including termination of employment. Develop and administer work and performance measurements and standards for employees.

Knowledge, Skills & Experience:

  • Post-secondary degree in Business, Psychology, Sociology or related field, supplemented by 6 – 8 years’ experience or equivalent combination of education and experience.
  • Experience leading learning and development professionals.
  • Strong problem solving and project management skills.
  • Understanding of organizational complexity and how to thrive in it.
  • Agile thinking methodologies with the ability to pivot.
  • Experience implementing and/or managing learning management systems.
  • Demonstrated experience building diverse and inclusive organizations.
  • Ability to measure and assess learning needs.
  • Ability to communicate data driven insights.
  • Excellent communication, facilitation and interpersonal skills.
  • Demonstrated research and analytics skills.
  • Ability to inspire change, lead and influence others.
  • Strong resiliency with ability to embrace uncertainty and lead evolution and adaption.
  • Displays courage, connection and generosity in leadership and decision making.
  • Ability to breakdown complex concepts and translate to easy to understand messages.
  • High level of cultural competency.

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