Director, Culture and Engagement

6 days ago

Toronto, Canada Canadian National Railway Full time

At CN, everyday brings new and exciting challenges. You can expect an interesting environment where you are part of making sure our business is running optimally and safely―helping keep the economy on track. We provide the kind of paid training and opportunities that long-term careers are built on and we recognize hard workers who strive to make a difference. You will be able to thrive in our close-knit, safety-focused culture working together as ONE TEAM. The careers we offer are meaningful because the work we do matters. Join us

Job Summary

The Director, Culture and Engagement is responsible for playing a pivotal role in shaping and developing Engagement Strategies. The role involves creating comprehensive plans and recognition initiatives to enhance employee engagement throughout the organization as well as encourage the attraction and retention of talent. The role leads the change management practice, supporting all departments within HR to navigate and adapt to organizational changes effectively. The Change Management practice will play a crucial role in driving organizational engagement and transformation and helping CN adapt to evolving market conditions and business needs in a standardized and structured way.

Main Responsibilities

Culture Development
- Develop and champion a compelling organizational culture aligned with CN’s values and business objectives
- Collaborate with senior leadership to develop and nurture leadership capabilities that align with the company's culture and strategic goals

Employee Engagement
- Design and implement strategies to enhance employee engagement, satisfaction, and retention
- Implement mechanisms for gathering employee feedback, conducting surveys, and analyzing data to continuously improve the employee experience
- Partner with cross-functional teams, including Human Resources Business Partners (HRBPs), Talent Acquisition, Learning and Development, as well as Operations, to drive culture and engagement initiatives that support business objectives
- Track key metrics related to employee engagement, such as satisfaction surveys, retention rates, and productivity levels and leverage the data to identify areas for improvement and adjust strategies accordingly

Change Management
- Develop and implement change management practices containing frameworks, tools, and processes to support organizational changes, organizational restructuring and process improvements
- Establish metrics and Key Performance Indicators (KPIs) to track the progress and effectiveness of change initiatives, regularly evaluating outcomes, and adjusting as needed to ensure success
- Refine and improve change management processes and practices continuously based on feedback, lessons learned, and best practices in the field
- Support departmental communication strategies to ensure transparency, clarity, and alignment across the teams during periods of change

Employee Recognition
- Organize and implement employee recognition programs by working closely with the HRBP and Total Rewards teams to identify recognition opportunities and plan strategy for programs
- Ensure that recognition re-enforces the corporate values, maintains engagement, and supports the talent strategy through effective recognition programs that reward and drive improved adhesion to corporate core competencies and values
- Ensure that every detail of the recognition program aligns with the recognition strategy

Working Conditions

The role has standard working conditions in an office environment with a regular workweek from Monday to Friday. Due to the nature of the role, the incumbent must be able to meet tight deadlines, handle pressure, and stress. The role requires mínimal travel (10%) within North America.

**Requirements**:
Education/Certification/Designation
- Bachelor's Degree in Human Resources, Organizational Development, Business Administration, or related field
- Certification in Change Management (e.g., PROSCI) or Human Resources (e.g., Strategic Human Resources Management - Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR))

Experience
- Between 10 to 15 years of progressive experience with a focus on culture, engagement, and change management
- Proven track record of successfully developing and implementing culture and engagement initiatives in a fast-paced environment
- Strong understanding and proven track record of change management practice implementation and overall management

Competencies
- Communicates with impact
- Collaborates with others and shares information
- Sets direction and inspires others
- Applies critical thinking
- Demonstrates active listening
- Innovates
- Knows the business and stays current on industry needs
- Demonstrates agility and drives change
- Identified needs and finds solutions to create value for all stakeholders

**About CN**

CN is a world-class transportation leader and trade-enabler. Essential to the economy, to the customers, and t

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