Director, People and Culture

THE COMPANY

Girl Guides of Canada (GGC), headquartered in Toronto, Ontario, is the national guiding association of Canada. Girl Guides is a catalyst for girls empowering girls, providing girls aged 5-17 with the opportunity to try new experiences, challenge themselves, and build their confidence, all within a safe environment. Girl Guide volunteers deliver a unique program that encourages members to build life skills in outdoor adventure, financial literacy, entrepreneurship, teamwork, advocacy and more. Together, they are building a better world, by girls. The organization strives to ensure that girls and women from all walks of life, identities and lived experiences feel a sense of belonging and can fully participate.

Girl Guides of Canada (GGC) is an organization with over 100 years of history and a strong and growing future, with 66, 000 members across the country – 50,000 girls and 16,000 women.  Guiding provides a safe environment that invites girls and young women to challenge themselves, find their voice, meet new friends, have fun and make a difference in the world. Guiding offers the widest range of activities of any extracurricular activity for girls and young women, with opportunities to explore the arts, sciences, outdoor challenges, global awareness and so much more through enriching experiences that will stay with them for a lifetime.

THE POSITION

The Director, People and Culture enables the Vision and Mission of GGC by fostering a culture and developing people strategies that achieve the overall goals of the organization. Ultimately this means creating a healthy, sustainable culture of employee-volunteer collaboration, inclusion, creativity, and innovation. In addition to implementing a full suite of innovative people programs and policies, the Director will also lead the Diversity, Equity and Inclusion strategy to ensure that GGC attracts and reflects the diverse identities, communities and lived experiences of girls and women in Canada to ensure that GGC is a place where all girls feel they belong. 

Accountability: Chief Executive Officer (CEO)

Key Responsibilities:

• Proactively support and advise the Chief Executive Officer (CEO) and work as a member of the Senior Leadership Team to build high levels of trust and engagement to motivate and retain top talent to ultimately ensure that GGC is an employer of choice and a volunteer organization of choice Create and lead the People Strategies and projects to deliver the organizational capacity for current and future objectives  Cultivate a One-Team culture between staff and volunteers across the enterprise characterized by inclusion, collaboration and mutual respect Lead GGC’s commitment to DEI Build strong relationships with marginalized communities, organizations and stakeholders to lead equity, inclusion, anti-oppression, and anti-racist work with a strong understanding of intersectionality  Role model excellence in leadership and oversee the development and implementation of all people programs and policies Establish strong relationships as the champion of employees and volunteers by understanding and monitoring the pulse of the organization to promote employee and volunteer cooperation and satisfaction to fulfill GGC’s strategic objectives Monitor legislative compliance and external trends in Diversity, Equity and Inclusion, People and Culture, Organizational Development, Change Management Build strong relationships that focus on reciprocity and synergy and strong connections with marginalized communities, organizations and stakeholders Demonstrate a passion for the Vision and Mission of GGC

Lead the People Strategy and the Employee Experience Lifecycle:

• Collaborate with people leaders across the organization to develop, encourage and maintain a one-team culture of collaboration and engagement between staff and volunteers Deliver the full employee experience cycle, including recruitment, onboarding, compensation, learning and development, succession planning, performance management and recognition Provide coaching and development for people leaders across the organization Champion the staff Learning and Development effort to support enhanced performance development Collaborate, influence and advise key leaders and impacted stakeholders to solve business challenges using change management strategies and tactics   Set standards/metrics for people management and provide regular monitoring reporting to assess the impact of the People strategy to present a comprehensive picture of how the organization is performing as an employer of choice Provide professional advice to the CEO, Directors, Provincial Commissioners and GGC Board to ensure that GGC has high standards of people management and leadership, has a highly engaged and motivated team of staff and volunteers, and is effectively managing change

Lead Diversity, Equity and Inclusion at GGC:

• Lead the implementation of an organizational Diversity, Equity and Inclusivity strategy through the identification of barriers and the development of a critical consciousness as an organization through the development and implementation of bias awareness and intercultural responsiveness training across GGC  Act as a champion for DEI across the organization and successfully build and maintain both internal and external relationships with key partners who want to make change Lead the development and implementation of diversity, equity and anti-racism policies Lead the process for building the individual, group and organizational capacity and change behaviour necessary to make GGC a more accessible, equitable and inclusive organization for marginalized communities

Lead the People & Culture Team:

• Lead, manage and develop a competent and highly motivated People and Culture department that: is focused on strategic goals, works collaboratively and maintains a credible professional presence with managers, staff and volunteers, and is proactive in supporting all people leaders in their objectives.

Promote a climate that encourages innovation, optimizes the use of technology to streamline systems, enhances service delivery and reduces costs Develop performance metrics for the People and Culture team in support of excellent client service delivery

IDEAL CANDIDATE

• University degree or post-secondary diploma preferably in Business, Organizational Development, Human Resources, Change Management or a similar relevant field A commitment to and deep understanding of issues relating to equity, inclusion, anti-oppression and anti-racism and an openness to supporting people and communities towards meaningful, positive change Minimum 7-10 years of management experience in progressively more complex Human Resources/People and Culture/Diversity, Equity and Inclusion roles CHRP Designation, or working towards completion of the designation Excellent interpersonal skills, including the ability to gain respect and support across an organization Superior leadership skills with an ability to influence and engage direct and indirect reports and peers Dynamic and engaging relationship builder, known as a trusted advisor who can quickly earn the respect of peers, staff and volunteers and possesses a strong service orientation Excellent communication, presentation and facilitation skills Experience mentoring and coaching teams with diverse levels of expertise Energetic, flexible, collaborative and proactive with a bias for creative problem solving and effective decision-making Proven track record of success resolving complex problems and facilitating progressive organizational change and development within an organization.
   

COMPETENCIES

• Culture Change: A track record in delivering culture change. Knows how to have the culture conversation. Measures culture. Identifies the root and wings of culture: what to keep and what to address. Addresses both the formal and informal culture. Successfully reframes mindset. Diversity and Inclusion: Champions all aspects of diversity, inclusion, social justice and equality. Builds cognitive diversity. Promotes equity of opportunity. Emotional Intelligence: Self-aware. Empathetic. Connects with, interprets and subtly adjusts behaviour based on how others are feeling. Anticipates and defuses conflict. Builds trust. Creates a culture of collaboration. High “societal intelligence” i.e., the wider role of the business in society. Agility of Thought and Behavior: A thought leader. A source of new ideas, processes and or/approaches. Mitigates the worst features of disruption. Turns complexity and a rapidly changing business environment into competitive advantage. Successful with very different constituencies. Foster Collaboration: Challenges the status quo. Creates an environment where anticipation and recognizing opportunity dominates. Builds informal networks and communities inside and outside of the business. Affirming. Authentic. Altruistic. Agile. Exceptional Communicator: Recognizes that people explore possibility through metaphor and learn through stories. Written excellence. Digitally literate. Listens, really listens. Creates elegant non-verbal rapport. Presents ideas with clarity and flair. When making a presentation “owns the room” Manage Complexity: Operates at a high level of abstraction. Establishes the slight line between tomorrow’s possibility and today’s reality. Drives to keep things simple. Connects with influence leaders. Understands what and what not to measure. Influences the Informal Organization: Manages by “walking around”. Highly respected. Gets into the middle of the organization. Connects with the informal influence leaders. Uses social media, blogs, and other technology-enabled communication channels to inform and inspire.

HOW TO APPLY

Interested candidates are encouraged to apply and express their interest to:

Olivia Galati, Senior Talent Acquisition Coordinator
Bedford Group | Transearch
Email: ogalati@bedfordgroup.com 

Monika Mrowinski, Talent Acquisition Coordinator
Bedford Group | Transearch
Email: mmrowinski@bedfordgroup.com

We appreciate all applications, however, only those candidates selected for an interview will be contacted.

The Bedford Consulting Group is an equal opportunity employer committed to the principles of non-discrimination in the workplace. It is also our policy to source and present candidates on a non-discriminatory basis. Proactively, we make every good faith effort to include a diverse pool of candidates in our search assignment.

Bedford will ensure that we provide accessible and inclusive services consistent with the Ontario Human Rights Code, the Ontarians with Disabilities Act (2001), and the Accessibility for Ontarians with Disabilities Act (2005).