Address
Form of work
SalaryStatus
Regular Full-Time
Temporary - Approximate length of assignment, in months
Type of Position
a Replacement
Start Date
Salary
Annually
Salary Grade
$95,024.00 - $107,675.00
Department
York Region -> Office of the CAO -> People, Equity and Culture
Location
Hybrid work opportunities may apply - CA
PEC - 17250 Yonge Street - Newmarket, ON L3Y 6Z1 CA (Primary)
PEC - 17250 Yonge Street - Newmarket, ON L3Y 6Z1 CA (Primary)
Job Description (E)
POSITION PURPOSE
Reporting to the Manager, Talent Management, the Talent Management Specialist is responsible for identifying and analyzing organizational talent needs, identifying and assessing current talent, developing employees through the execution of initiatives and programs; providing expert advice and guidance to management and employees regarding Talent Management, frontline and leadership development, succession planning, performance management, recognition, competency frameworks, employee engagement, and workforce planning; facilitating organizational effectiveness initiatives as requested; and ensuring that program practices support the Corporate and Departmental Strategy and objectives, and are consistent with relevant legislation, regulations and Corporate and Departmental policies.
MAJOR RESPONSIBILITIES
1. Talent Management & Employee Engagement Programs:
b.) Performance Management: Develops and implements performance management processes, tools, reports and technologies. Develop and implement training workshops and tools to equip leaders to effectively deliver and document performance.
c.) Recognition Program: Develops and implements programs, tools and technologies to embed recognitions within the culture and enhance leadership capabilities.
d.) Leadership Development Program: Aligns L&D initiatives with Talent Management programming. Conducts needs analysis, designs, develops, implements and evaluates opportunities/solutions for staff and management development. Facilitates training programs and workshops.
e.) Organizational effectiveness: Designs, develops, maintains and implements organizational effectiveness programs and tools. This includes organizational design principals, tools and templates.
f.) Competency Framework: Contributes to the development, maintenance and assessment of the Region’s Competency Framework for leadership and front-line staff to guide and align people practices in pursuit of the Region’s strategic direction
- Supports the development and implementation of the strategic workforce planning strategy, including the identification, assessment, development and sustainment of employee workforce skills required to successfully accomplish business goals and priorities, including the approach, process and tools for succession planning.
- Acts as the point person and advisor to key stakeholders and external vendors for assigned Talent Management programs:
b.) Performance Management: Develops and implements performance management processes, tools, reports and technologies. Develop and implement training workshops and tools to equip leaders to effectively deliver and document performance.
c.) Recognition Program: Develops and implements programs, tools and technologies to embed recognitions within the culture and enhance leadership capabilities.
d.) Leadership Development Program: Aligns L&D initiatives with Talent Management programming. Conducts needs analysis, designs, develops, implements and evaluates opportunities/solutions for staff and management development. Facilitates training programs and workshops.
e.) Organizational effectiveness: Designs, develops, maintains and implements organizational effectiveness programs and tools. This includes organizational design principals, tools and templates.
f.) Competency Framework: Contributes to the development, maintenance and assessment of the Region’s Competency Framework for leadership and front-line staff to guide and align people practices in pursuit of the Region’s strategic direction
- Works closely with and builds relationships with relevant internal resources such as corporate communications, HR business partners, HRMS and Analytics and departmental leadership teams.
- Develops and maintains procedures, guidelines, dashboards, reports and templates related to Talent Management and development programs.
- Embrace and contribute to best practices in Talent Management and development. Reviews and evaluates existing internal and external practices on a regular basis, ensuring current research, information and references are utilized, making recommendations for changes as appropriate.
2. Adult Education and Facilitation Functions:
3. Program Management Functions:
- Conducts needs analysis, designs, develops, implements and evaluates learning opportunities/solutions for staff and management and staff utilizing adult learning principles
- Conducts research and proposes learning solutions based on foundational and evolving best practices.
- Reviews and evaluates existing internal and external learning solutions on a regular basis, ensuring current research, information and references are utilized, making recommendations for changes as appropriate.
- Contributes to the design, development and implementation of engaging and effective corporate learning solutions and programs to increase employee, departmental, and corporate performance.
- Provides learning expertise and assistance to the Lead to ensure that learning solutions and program initiatives support corporate strategic priorities and the 70:20:10 model.
- Ensures current evaluative methods are being utilized and results analysed to ensure quality and accuracy, and are aligned with all learning and development processes and standards.
- Assesses root cause to team challenges and performance gaps and recommends appropriate solutions to the Lead; facilitates customized learning solutions for client groups, as needed.
- Facilitates customized work group effectiveness initiatives for client groups, as required. Assists in the research and development of the learning and development curriculum and makes recommendations as to the quality and relevance of new programs and courses.
- Design, develop and implement innovative and high impact development programs and processes to improve the bench strength of leadership talent. Assesses root cause to challenges and performance gaps and recommends appropriate solutions to the Manager; facilitates customized solutions for client groups, as needed.
3. Program Management Functions:
- Supports the Manager in the planning and designing of new corporate learning solutions and programs, including researching materials/resources, creating training materials and PowerPoint presentations and facilitating sessions and meetings, and evaluates accordingly.
- Creates related information sheets, promotional materials and articles for internal distribution; writes and updates related website content.
- Contributes to the design and development of the implementation and management of large-scale corporate development programs to support corporate-wide initiatives and changes.
- Updates policies and guidelines related to various initiatives, including benchmarking comparable organizations.
- Makes presentations to client groups on service, training and program options available within the Region.
4. Communication, Liaison, and Customer Service Activities:
- Embeds and supports the communication of the Region’s competencies across the organization through Talent Management and development programs.
- Partner with internal communication to develop engaging and effective communication plans to support programs.
- Facilitates cross-functional groups and communities of practices to enhance communication, and delivery of Talent Management, succession planning, performance management and recognition programming.
- Responds to public and stakeholder inquiries in a timely and sensitive manner.
- Plans focus groups and train the trainer sessions, in consultation with client groups.
- Participates in meetings, committees, task forces and work groups, as directed.
QUALIFICATIONS
- Successful completion of a University Degree in Human Resources, Organizational Development, Industrial Psychology, or approved equivalent combination of education and experience. Adult education, project management and/or PROSCI certificate an asset.
- Minimum seven (7) years of relevant experience including organizational development, Talent Management, succession planning, performance management, recognition, change management, competency models, organizational effectiveness, learning and development and/or instructional design.
- Demonstrated experience leading, facilitating and managing projects, as well as designing training and development solutions, processes and programs.
- Knowledge and demonstrated ability in corporate core competencies including communication, innovation, teamwork and collaboration, and personal ownership.
- Excellent training, facilitation, presentation, communication, research and writing skills.
- Computer literacy utilizing MS Office software applications including proficiency in word processing and presentation applications and in conducting internet research/searches.
- Ability to foster collaborative working relationships, both within and outside of the organization.
Council Approval Date
Scheduled Weekly Hours
Scheduled Shifts
Operational Hours
Close Date
January 31, 2024
# of Hires Needed
1
Union
Non Union Staff
.
Please apply online by 5:00PM EST of the closing date indicated above. We thank all candidates for their interest; however, only those selected for an interview will be contacted via email.
York Region is an equal opportunity employer committed to an inclusive, barrier-free recruitment and selection process. At the Region, we respect, encourage and celebrate our diversity. If contacted for an employment opportunity, please advise if you require Code-protected accommodation.
