Sourcing and Development Lead

4 weeks ago

Victoria, Canada Westerkirk Full time

Westerkirk Capital Inc. is an equal opportunity employer and encourages women, Aboriginal people, persons with disabilities, and members of visible minorities to apply. Westerkirk Capital Inc. will accommodate the needs of applicants with disabilities throughout all stages of the selection process. If you need accommodation during the recruitment process, please advise your Human Resources representative. Information relating to the need for accommodation and accommodation measures will be addressed confidentially.
The Talent Sourcing & Development Lead is responsible for the development and successful implementation of sourcing, development, and succession planning programs in support of the organization’s diverse needs and ensuing growth. The role works closely with talent acquisition and HR operations as well as senior management across the organization to develop and foster growth and diversity in our talent pipelines.
The salary range for this role is $120,000 - $150,000 however actual salary may fall outside of this range depending on various factors, including but not limited to, experience and expertise.
RESPONSIBILITIES
- In partnership with senior management and external stakeholders, develops short-, mid
- and long-term human capital sourcing, development, and succession planning strategies (and plan(s)) to meet the evolving needs of the organization.
- Supports the development and roll-out of employee sourcing, development, and succession planning programs in conjunction with the implementation and further enhancement(s) of Dayforce Talent modules (Applicant Tracking System, Onboarding, Performance Management, Succession Management, Compensation).
- Develops and implements the use of standardized processes and templates for key sourcing, development, and succession planning activities.
- Develops KPI’s and related reporting metrics for the tracking and evaluation of progress against strategic sourcing, development, and succession planning initiatives.
- Fosters internal talent mobility for the purposes of succession planning, talent development and optimization of key resources/skills.
- Drives organizational and project-based workforce planning discussions, identifying critical positions, high potential key talent and develops strategies to support the short
- and long-term resourcing needs.
- Evaluates and negotiates long term partnership agreements (MSA’s) with a variety of agencies, job boards/social media, training, and assessment providers as well as other related vendors.
- Develops and implements a bespoke relocation program, including the identification and relationship building with key vendors.
- Builds long term relationships with post-secondary schools, including developing a variety of training and co-op/internship programs with an overall goal of developing a long-term pipeline of skilled workers and programs to support internal development.
- Designs resourcing programs to promote diversity and inclusion across the organization.
- Manages international recruitment activities, where required, including global recruitment campaigns for skill shortages and key talent, and coordinating the related immigration processes (LMIA’s, Work Permits, PNP).
- Designs and implements resourcing initiatives, including new graduate training, employee referral as well as alumni programs.

**REQUIREMENTS**:

- 10+ years of Talent Acquisition/Talent Development experience.
- Undergraduate degree in Business Administration or related discipline; CPHR designation is considered an asset.
- Proven expertise in developing and implementing talent development and succession planning programs.
- Expertise in building a pro-active sourcing program that meets the needs of an evolving organization, ideally within a family office.
- Proven experience in establishing and managing third-party vendor agreements/contracts.
- Strong project management skills.
- Experience with Ceridian Dayforce (specifically the Talent modules - ATS, Onboarding, Performance Management, Succession Planning, Compensation) is considered a significant asset.
- Strong knowledge of Provincial and Canadian Labour and Employment Laws, preferably in multi-provincial jurisdictions.
- Strong written and oral communication and interpersonal skills.
- Strong commitment to business process improvement, with a focus on efficient delivery of services.
- Embraces technology as a tool to enhance management practices, increase productivity, and optimize the level of service delivery.
- Exhibits strong personal values, integrity, and hands-on work habits - is comfortable in a diverse group of operational environments.
- Brings an ability to 'think outside the box'; has a proven track record of creative problem-solving and consensus building skills necessary for addressing sensitive business problems.
- Highly energetic with a strong work ethic.

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