Talent Management and Leadership Delivery Specialist

ABOUT US
Almost million residents call York Region home, making it one of the largest regions in Canada – and the fastest growing with a population that’s expected to grow to more than 2 million by 2041. Our geography, which is comprised of about 1,800 square kilometers over nine different municipalities, is as beautiful, interesting and diverse as our people. Local government is organized in a two-tier structure and we work together with our local municipalities to provide residents and businesses access to a broad selection of services and resources.

WHAT WE OFFER
Consistently named one of Canada’s Best Employers by Forbes, we offer a collaborative, progressive workplace that takes pride in our organizational culture and is committed to living The 13+ Factors of Psychological Health and Safety in the Workplace – aligned with our vision to create strong, caring and safe communities both within and outside our walls.
• Defined Benefit Pension Program - With the Ontario Municipality Employees Retirement System (OMERS) defined benefit pension plan, you can confidently retire knowing that you will have income for life. Eligibility from date of hire as a full-time employee and includes employer-matched contributions.
• Employer of Choice - Recognized by Forbes as one of Canada's Best Employers 2023. 
• Benefits and Wellness - Employees and their loved ones have access to a comprehensive employer-paid benefits plan that includes extended health, dental and life insurance, access to a 24/7 Employee and Family Assistance Program and corporate discounts and purchase plans for day-to-day products and services.
• Inclusive and Diverse Workforce - We’re committed to fostering an environment that celebrates all dimensions of diversity and ensures everyone can develop to their full potential, participate freely in society and live with respect, dignity and freedom from discrimination. Our robust Inclusion, Diversity, Equity, Accessibility and Indigenous Relations program continues to grow, and has been recognized by the United Nations and many other organizations for our leadership.

ABOUT THE ROLE:
Reporting to the Manager, Talent Management, the Talent Management and Leadership Delivery 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.

WHAT YOU WILL BE DOING

1. Talent Management & Employee Engagement Programs:
• 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: 
a.) Succession Planning: Leads various talent assessment and calibration processes and meetings related to succession planning, including analyzing leadership needs, preparing forecasts, tracking and monitoring succession planning actions to ensure the development of leadership talent required by the organization. Assess outcomes of departmental talent management dashboards and development strategies.
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.) 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.
• 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:
• 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. 

WHAT WE ARE LOOKING FOR:

• 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.

• 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.

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