Head, Employee Experience

1 month ago

Mississauga, Canada World Vision Canada Full time

Are you looking for more than a job? At World Vision Canada we offer challenging careers that change the lives of children all over the world and it will change yours too. Come and be part of a team of 400 Canadians with a vision for the world: Life in all its fullness for every child.

You will experience Christian faith in action helping to make real and lasting change in the lives of the world’s most vulnerable children. Join the World Vision Canada team and be part of a powerful and effective force for good:
For Children. For Change. For Life.

**Position**: Head, Employee Experience
**Reports to**: Chief People Officer (CPO)
**Position Term**: Full Time Permanent
**Primary Location**: Mississauga, Ontario, Canada
**Workplace Type**: Hybrid

**Job Purpose**:
The Head of Employee Experience provides leadership support to a team of People & Culture (P&C) professionals to identify, design, and deliver high-quality, value-add services that supports the World Vision Canada organizational objectives in service of a delightful employee experience for our shared mission. Focus will be in the areas of strategic business partnering, people & culture operations and coordination, culture and change management beginning with driving the outcomes of the EDI roadmap, talent acquisition, total rewards and data analysis and reporting.

The Head of Employee Experience works in close partnership with the Chief People Officer, along with the People and Culture team, to develop and execute the P&C strategy.

**Duties and Responsibilities**:
**Culture Champion and People Leadership**:

- Build high performance team by leading through change.
- As a servant leader, coach, develop, inspire and remove barriers to ensure business outcomes are achieved.
- Provide technical guidance to the team as needed in the areas of business partnering, P&C operations, HRIS and systems, EDI policy interpretation and roadmap implementation, talent acquisition, total rewards, and change.
- Identifies areas of culture to be improved and celebrate and nurtures the development of trust, openness, innovation, and agility.
- Fosters a culture of coaching, ongoing individual and collective performance assessment against plans, and an open team atmosphere and dialogue (team meetings, one-on-one updates, individual quarterly performance meetings, devotions, celebrations, etc.).
- Nurtures a curiosity-rich and solution-oriented environment.
- Ensures that all staff are oriented to WVC’s core documents, policies, and procedures.
- Builds and nurtures cohesive and collaborative interactions across business units and other teams to support operational and strategic goals.
- Contribute to team objectives including continuously identifying efficiencies and best practices in alignment with core values and strategic objectives.

**Strategic Partnering**:

- Proactively partner with stakeholders to identify needs and provide advice and coaching in support of organizational transformation.
- Drive workforce planning program and evaluate data, diagnose and recommend meaningful action plans to support organization design.
- Serve as a culture and change expert and leader, provide change management consultation to internal clients (leaders, staff, executive team, P&C) directly and through coaching of the team to provide an exceptional end to end employee experience in alignment with organizational core values.
- Support succession planning, talent management progression. Provide thought leadership using current knowledge in human resource (HR) practices as well as the charity and for-profit employer space.

**Equity, Diversity and Inclusion**:

- Ensure all P&C policies and practices are reflective and consistent with the organization’s commitment to equity, diversity and inclusion as articulated in the EDI Policy and Operating guidelines.
- Collaborate with P&C team leaders and EDI committee members in creating the EDI Roadmap and ensuring that its outcomes are achieved using success metrics based on the agreed EDI focus areas and themes, goals, processes, and timelines.
- Establish a process to ensure the intentionality of promoting and tracking diversity and inclusion at all levels within WVC throughout the employee life cycle, including the removal of barriers to safely reporting incidents of workplace violence, harassment and/or discrimination and investigate and address all reported allegations in a timely manner.
- Co-develop with P&C team and EDI Committee leaders key performance indicators and metrics to measure, track, and analyze the impact and effectiveness of all EDI focus areas and themes, including monitoring and acting upon data on employee experiences that do not align with the EDI policy, operating guidelines and roadmap.
- Plan, coordinate, and engage stakeholders at all levels of the organization in workplace diversity, equity, and inclusion initiatives including co-developing with P&C team and EDI Committee leaders an effective change mana

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