Vice President, Talent & Workforce Strategy

The Vice President, Talent & Workforce Strategy is accountable for defining and delivering the company’s enterprise talent strategy—ensuring the organization has the right workforce, capabilities, and hiring engine to support sustained growth across Canada, the U.S., and India.

This role brings together talent acquisition, workforce planning, and employer branding into a single, integrated strategy—shifting the organization from reactive hiring to proactive workforce design.

Key Responsibilities

Enterprise Talent Strategy & Workforce Planning (30%)

• Define the enterprise workforce strategy aligned to business growth and operating plans
• Establish and lead a formal workforce planning capability, including multi-year plans, annual hiring forecasts, and scenario modelling
• Partner with Executive Leadership, Finance, and HR to align workforce investments with strategic priorities
• Drive workforce segmentation and global talent strategy across retail, corporate, and India operations

Talent Acquisition Transformation & Delivery (30%)

• Lead and scale enterprise talent acquisition across all business lines and geographies
• Transform hiring from a reactive to a proactive, pipeline-driven model
• Improve speed, quality, and consistency of hiring outcomes
• Reduce agency dependency through strengthened internal sourcing and talent pipelines
• Ensure an effective, scalable operating model for recruitment delivery

Employer Brand & Talent Market Positioning (20%)

• Define and build a differentiated employer brand across key talent segments
• Establish clear value propositions for frontline, corporate, and specialized talent
• Lead talent marketing strategies to strengthen pipeline quality and conversion
• Position the organization competitively in priority labour markets

Future Workforce & Skills Strategy (10%)

• Identify critical capability gaps and future skill requirements
• Develop build, buy, and borrow strategies in partnership with People & Culture and Transformation
• Enable internal mobility and workforce agility to support long-term business needs

Talent Intelligence & Market Insights (5%)

• Provide external market intelligence to inform workforce and location strategies
• Assess talent availability, competitive dynamics, and geographic opportunities
• Inform workforce investment decisions and mitigate talent-related risks

Enterprise Integration & Partnership (5%)

• Partner across the People function to ensure alignment and execution, including:
• People Strategy & Transformation (organizational design, strategic roadmap)
• HR Technology & People Analytics (data and insights)
• Total Rewards (market competitiveness and cost strategy)
• People & Culture (HRBP execution and business alignment)
• Ensure talent strategy is fully integrated into broader business and HR priorities

Key Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
• 12–15+ years of experience in talent acquisition, workforce strategy, or related fields
• Proven experience operating at scale across multiple regions and talent segments
• Track record of building and transforming talent functions
• Strong strategic orientation with the ability to drive execution
• Deep understanding of talent markets and workforce dynamics
• Demonstrated ability to influence at the executive level
• Ability to translate business objectives into workforce strategies.
• Strong financial understanding, including budgeting, forecasting, and ROI evaluation for people programs.
• Deep understanding of modern workplace trends, DEI strategy, and global workforce engagement.
• Ability to balance long-term strategic goals with immediate operational needs.
• Expertise leading transformational initiatives that require organizational buy-in.
• Ability to guide teams through ambiguity and growth.