Leadership Development & Succession Planning Officer

Location
Ottawa, Ontario
Salary
For information on the salary, please contact The Royal.
Posted
June 6, 2019
Closes
August 5, 2019
Ref
ROM19-172E
Employment Type
Permanent
Hours
Full time
Designations Required/Preferred
None

OVERVIEW:

The Leadership Development & Succession Planning Officer is a strategic partner and advisor to the Organizational Development, Human Resources and Operations partners in matters involving the areas of Talent Management, Performance Management, Leadership Assessment & Development and Succession Planning. This position reports to the Director of Learning & Development.

The Leadership Development & Succession Planning Officer will support a relentless focus on developing tools and programs to support the recruitment of individuals that demonstrate the leadership competencies critical for success in our healthcare environment and critical for ensuring a Great Place to Work for all. Responsible for the management and execution of the LEADS-Centered Talent Management Strategy, this role will work closely with OD, HR and business leaders to enhance, optimize and ensure that our planning processes can effectively scale to meet the unique and exciting growth that lies ahead for The Royal.

 

Duties:

Accountability #1: Leadership Development

  • Partners with Director Learning & Development, Director of Human Resources and Senior Leadership within sector to develop and champion a shared LEADS In A Caring Environment view of leadership development for high potential associates with the intention of creating a pipeline of future healthcare leaders.
  • Manages, coordinates and facilitates career development initiatives to support the hospital-wide talent management goals.
  • Facilitates the 360 feedback process and identifies gaps and development requirements for current Royal and future Royal leaders.
  • Develops and executes a high potential program for Leaders.
  • Works with strategic partners to develop and document a corporate succession planning program.
  • Vendor/partner (ie. LEADS/CCHCL/Halogen) relationship management: manages external partners on quality of contracted deliverables and adherence to project licenses. Works with internal stakeholders on vendor selection, contracting, and management of scope of work.
  • Analytics: Collects, analyzes, assesses implications, of large data sets integrated from multiple sources; create executive-ready presentations.
  • Researches new leadership development trends; proposes innovative ways to develop our future leaders to support the upcoming demand for more specialized leadership development, and succession planning.
  • Researches and prepares recommendations for course enhancements, tools & activities as required and works with the L&D Director to implement recommendations.
  • Acts as a resource/support to Management for hospital-wide sponsored succession planning exercises (i.e. gearing, mapping etc.).

Accountability #2:  Talent Management

  • Ensures a consistent approach, communication, execution and on-time delivery of all key talent processes and practices.
  • Facilitates and assists in the preparation of development plans for specific populations (High Potentials, Senior Leaders) for area of responsibility.
  • Partners to build metrics that assess and monitor the effectiveness of talent management initiatives. Monitors achievements in diversity, promotions, PDP completion, LTO goal achievement to drive results.
  • In partnership with the Manager, Human Resources Operations, develops new Talent Acquisition tools and resources, such as Behavioral Based Interviewing and Job Posting templates to support recruiting effectiveness and efficiency.
  • Communications & Training: Drafts communications for internal stakeholders; designs and leads necessary classroom and online training to support Talent Acquisition & Planning process implementation across the organization.

Accountability #3:  Other duties

  • Works in a manner that is in compliance with staff and patient/client safety practices, policies and procedures of The Royal.
  • Ensures a work environment that is conducive to The Royal’s Harassment- Free Workplace and Occupational Health and Safety policies.
  • Other duties as assigned.

Qualifications:

  • Undergraduate Degree or Post-Secondary Education in Organizational Development, Healthcare Leadership, HR, Business or a closely related field such as Adult Education or Change Management is preferred.
  • Certification and/or minimum two years’ experience working with the LEADS In A Caring Environment Framework is required.
  • Minimum of 3-5 years’ experience with talent related practices, including planning and assessment practices is required.
  • Understanding of enterprise software, particularly HRIS and other talent management technologies (Halogen experience preferred).
  • Ability to understand and articulate the strategic value of integrated talent management processes with strong business acumen.
  • Strong research and analysis skills, including the ability to gather relevant data and work with large data sets to identify issues, trends, or patterns.
  • Advanced skills in in MS Office, Excel, and PowerPoint, with the ability to create executive level presentations.
  • Ability to define problems, collect data, establish facts and draw valid conclusions; strong analytical skills required to turn data into recommendations based on insights.
  • Strong influencing skills and experience in a consultative environment required.
  • Excellent communication skills in small and large group settings, in all forms and at all levels in a professional, engaging manner; experiencing developing and delivering impactful presentations; ability to effectively present information to middle management and senior leadership.
  • Strong organizational skills and the ability to manage a structured workload to ensure maximum effectiveness in working with partners and team members.
  • Ability to work independently, work with remote teams, think creatively, manage own time, and take initiative to successfully drive projects.
  • Strong commercial acumen preferred – must be able to link talent management value proposition to commercial impact and results.
  • Demonstrated ability to effectively launch programs, processes, and/or practices in a corporate environment.
  • Comfortable with ambiguity; navigates confidently; adapts to change and is results oriented.
  • English level A- is mandatory in oral expression, oral comprehension, reading and writing.  Bilingual (French/English) is considered an asset.