MANAGER WORKFORCE PLANNING & DEVELOPMENT (ORGANIZATIONAL DEVELOPMENT)

Responsibilities

• Manages a team to oversee the division’s Organizational Development function, which supports Training, Learning and Development, Employee Engagement, Staff Recognition, Mentorship, Succession, and various other Capacity Building programs.
• Oversee distribution of staff complement to meet divisional strategic objectives within Corporate Financial Planning and Human Resources Organizational Management guidelines.
• Provides strategic leadership and manages the development, implementation and evaluation of programs and initiatives to support various facets of Human Resources, in support of a safe, high performing, knowledgeable, and engaged workforce, in partnership with corporate partners, and in accordance with relevant legislation and corporate policies.
• Develops and implements detailed plans and recommends policies regarding program specific requirements.
• Manages, motivates and trains the unit's staff, ensuring effective teamwork, high standards of work quality and organizational performance, continuous learning and encourages innovation in others.
• Supervises the day to day operation of all assigned staff including the scheduling, assigning and reviewing of work. Authorizes and controls vacation and overtime requests.

Monitors and evaluates staff performance, approves salary increments and recommends disciplinary action when necessary.

• Develops, recommends and administers the annual budget for the unit and the annual training and development budget for the division, and ensures that the unit's expenditures are controlled and maintained within approved budget limitations.
• Develops policies and provides leadership and support in the development, implementation and evaluation of policies, strategies and program recommendations.
• Participates in confidential re-structuring, re-organization and management change initiatives to develop an organization that supports and is conducive to a high level of performance.
• Oversees the analysis of performance measures and identifies improvements in business processes as it relates to strategic business effectiveness, and analyzes and reports on key operational data that measures effectiveness and efficiencies.
• Responds strategically to emerging business specific legislative, regulatory and policy changes and assesses the impacts on human resources practices.
• Provides expert strategic workforce planning knowledge, advice, executive-level support and professional judgement on performance management, collective agreement matters, and employee-related issues for the division's management team.

Coaches managers on performance and attendance management, and return to work and accommodation plans.

• Ensures ongoing research and analysis of trends and activities, including forecasting needs and monitoring policy and program activities.
• Ensures the systematic and timely gathering, aggregation, and analysis of labour market intelligence on a diverse range of workforce requirements for current and future implications to serve as a basis for resource strategy options and plans.
• Coaches, mentors and guides all levels of divisional management on recruiting, leading and motivating a diverse workforce.

Ensures effective teamwork by facilitating communication and addressing emerging issues related to equity.

• Provides strategic leadership to grow the organization's relationships with partners and alliances, specifically with learning and certifying institutions.
• Maintains cooperative linkages with other municipalities, provincial ministries and agencies, and colleges and universities with respect to training and development related matters.
• Fosters an organizational culture that emphasizes innovation, continuous learning, collaboration, transparency, accountability and trust while promoting a strong code of ethics and integrity to support public service excellence.

What do you bring to the role?

Post-secondary education in a discipline pertinent to the job function (e.g. Human Resources, Business Administration, Public Administration, etc.

or an equivalent combination of education and / or relevant experience. CHRP / L professional designation is an asset.

• Considerable experience overseeing Organizational Development functions in a complex public or private sector organization, with experience specifically in a unionized environment considered an asset.
• Considerable experience in leading and implementing proactive and progressive organizational change initiatives in order to achieve desired results within critical timeframes.
• Considerable experience in motivating, leading, training and managing a diverse team in a fast paced environment with the ability to promote and foster effective teamwork and establish excellence in a customer service oriented environment.
• Experience developing policies, training plans and business processes to support the strategic direction of the division, as well as meet legislative compliance and collective agreement obligations within an operations focused environment.
• Strong interpersonal, relationship building and conflict resolution skills with excellent political acumen to function effectively in a service oriented, politically sensitive environment and to balance the needs of the organization and customers against valuable resources.
• Experience in developing and administering budgets and in control and monitoring of expenditures to ensure fiscal accountability and effective use of resources.
• Excellent business writing skills with the ability to prepare comprehensive reports through the application of relevant information to support business analysis and decision making.
• Skilled in developing and delivering staff training programs, workshops and seminars.
• An effective decision maker that promotes and fosters teamwork with the ability to manage and execute change effectively.
• Ability to foster an organizational culture that emphasizes innovation, continuous improvement, collaboration, transparency, accountability and trust while promoting a strong code of ethics and integrity to support public service excellence.
• Strong knowledge of employment related legislation (i.e. ESA, Occupational Health & Safety, Human Rights, etc.) Familiarity with applicable collective agreements is an asset.
10 days ago