Skip to main content

This job has expired

You will need to login before you can apply for a job.

Director, Talent Acquisition & Workforce Strategies

Employer
Unity Health
Location
Toronto (City), Ontario
Salary
$54.18 - $70.44 per hour
Closing date
Jun 8, 2022

View more

Sector
Other
Function
Talent Management / Workforce Planning
Job Level
Head, VP, Managing Director
Employment Type
Permanent
Hours
Full time
Designations Required/Preferred
CHRL

The Director, Talent Acquisition and Workforce Strategies provides direction to the Talent Acquisition Team that is accountable for managing the overall flow of talent into and throughout the organization to support Unity Health Toronto in achieving its strategic deliverables and to meet patient care imperatives.  This team manages upwards of 2500 vacancies across all disciplines annually with 700 plus open positions at any point in time.  In addition to recruitment and selection functions, this involves maintaining complex technological enablers and relationships with multiple external vendors who augment the services of the Talent Acquisition Team. 

 

Using available data, Director, Talent Acquisition and Workforce Strategies develops predictions of current and future talent demands in support of the organization strategies to fulfill its human resources needs based on this modeling.  The Director, Talent Acquisition and Workforce Strategies will support the organization to optimize human capital performance data to drive organizational strategy to build and sustain a dynamic workforce. 

 

The Director, Talent Acquisition and Workforce Strategies will be responsible for building talent strategies aligned with UHT’s vision to attract top talent and diverse candidates across all levels of the organization. Partnering closely with operations and Human Resource teams, they will create and implement strategies to leverage the Brand and culture to support current and future business workforce requirements. Working with the Human Resources team, this role will support the development and maintenance of effective programs for retention, promotion and succession planning.

 

The Director, Talent Acquisition and Workforce Strategies is a hands-on, proactive motivated leader who has both the confidence and ability to develop strong relationships with internal clients, external vendors, and candidates alike. The individual thrives working in a fast-paced, matrixed environment with a complex workload. They have passion, energy and persistence with an orientation towards working collaboratively, taking initiative, and driving projects forward by finding solutions to innovative obstacles.

 

KEY RESPONSIBILITIES: 

 

  • Identify the organization’s needs and work to create and implement an efficient talent acquisition strategy to improve recruitment and business performance. Develop effective strategies for identifying skills gaps within the workforce. Understand the current recruitment trends and the industry/market to identify the impact upon the business. Build a high-performance Talent Acquisition team proactive, consultative and productive Foster a talent acquisition team mindset focused on operational excellence, productivity, accountability, continuous improvement Support the organizations needs for human capital performance data to enable workforce optimization an strategic workforce analysis and planning Empower the Talent Acquisition Team through regular coaching and engagement practices by sharing industry trends, market intelligence, and best practices that enhance their skills and abilities. Develop practices that incorporate collective agreement compliance and employment laws and regulations Educate and advocate for operational practices that consistent, fair and lead the industry best in class practices Cultivate a strong pipeline of talent through company branding and active use of social media, referrals, partnerships and various creative recruitment strategies. Partner with management and Human Resources to advise on recruiting tactics that will help to sustain the UHT’s success. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring. Build a framework and partnership with the Education team for an effective campus recruiting strategy, developing a consistent program to be deployed and increasing student conversion year over year Assist with the development and maintenance of effective programs for workforce retention, promotion and succession planning. Establish and maintain talent market expertise including a comprehensive view of industry trends and competitors, innovative recruiting techniques, provide expertise in market insights and talent landscape Conduct regular meetings with senior executives to review strategic hiring needs, recruiting activities, and applicant pipeline development plans – adapting as required to the changing needs of the business Enhance candidate experience by establishing and maintaining responsive, consistent feedback loop for candidates Develop and implement strategies to attract diverse candidates. Work closely with Communications/Marketing to translate company value proposition into unique branding, attraction and recruitment strategies including online presence and through social media; Create an inclusive scorecard that is monitored represents KPIs across employee life cycle and implements plans to improve. Manage and deliver data and reports regularly that showcase the human capital health of UHT. Collaborate closely with the Business Informatics to collect and coordinate aggregate data and translate the data into insights through data analysis that drives deliberate action plans at the appropriate levels. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates. Identify and introduce selection approaches and technologies to the company (AI, assessments, etc.) to improve TA results.

EXPERIENCE & QUALIFICATIONS:

 

  • Post-secondary education in Business and/or Human Resources complimented with CHRL A minimum of 13 years of progressive TA experience in a high volume, complex union environment with at least 5 years’ people leadership experience; healthcare experience is essential Exceptional operational leadership, management and organizational skills; Resilient, confident, persistent; Courage to respectfully challenge, defend a position, when appropriate Strong analytical and critical thinking skills, comfortable analyzing and drawing conclusions from complex and multiple data sources; Change leadership skills (initiate change, plan, project-manage, overcome resistance, making change stick); Excellent interpersonal, counseling, and negotiation skills and a strong collaborator that can navigate all levels of the organization Demonstrated ability to make sound decisions under pressure, and in ambiguous circumstances; Excellent people developer; Consummate team builder, team player, leader, coach Thorough understanding of recruiting methods and best practices, as well as applicable policies and employment laws and regulations. Experience designing, developing and supporting organization-wide talent acquisition programs Experience in collection and utilizing data to improve processes and business decisions. Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Intermediate proficiency with Microsoft Office Suite or related software that includes ATS and HRIS systems; experience setting up new systems are an asset.

 

 

Sign in to create job alerts

Sign in or create an account to start creating job alerts and receive personalised job recommendations straight to your inbox.

Create alert