Manager, Talent (Bilingual)

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About Our Client:

Our client is a leading, national not-for-profit organization.

Position Scope:

This role will play an essential role in advancing the talent strategies for all client groups across the organization, including recruitment and selection. This role will design, execute, support and/or continuously improve impactful talent and engagement initiatives that attract, develop, engage, measure performance and, retain talent while ensuring a positive employment experience for all. This role also helps to identify client group needs and deliver effective learning, engagement and performance-focused programs and education.

Responsibilities:

Talent Management:

Design, manage, execute, and advise as needed, on talent attraction initiatives, interviewing and selection activities, ensuring alignment with the organization’s EDI framework.
Advise leaders and hiring managers on best practices for all steps in the recruitment process, including leveraging new and existing technologies, and encouraging diverse and qualified talent pools.
Collaborate with hiring managers to understand and develop their talent goals and identify recruitment and selection solutions to align with their needs. This includes partnering with hiring managers to create or revise position descriptions for job postings, providing guidance on processes for screening applications and interviewing candidates and advising on any legislative factors.
Lead and execute hiring initiatives as required including the recruitment and selection of senior or technical roles.
Proactively source and utilize data and market intelligence to inform search and hiring decisions and deliver on current and future talent needs for the organization. This includes gathering and presenting relevant market data on trends, risks, and talent strategies. Track recruiting metrics to determine efficiencies and areas for improvement – provide updates to senior management and other stakeholders.
Establish strong relationships via frequent and timely communication with internal employees, external candidates and hiring managers to foster a partnership throughout the interview process.
Act as an ambassador for the organization; educate candidates on the mission, culture, career growth, benefits and many advantages of working for the organization.
Administer, execute and regularly report on performance management processes, systems and tools, providing insights and metrics to improve engagement in the annual process. Provide guidance to clients throughout all stages of the performance management process including communication, coaching, development planning, etc.
Lead, deliver, manage and report on the annual employee engagement survey, providing insights and recommendations to improve engagement, leveraging best practices across all industries. Provide support to client action plans and provide metrics, reporting data, and analysis.
Practice effective risk management and mitigation for talent strategies including legislative compliance. Remain abreast of emerging industry and legislative changes.
Develop viable tactical strategies for talent attraction, recruitment and acquisition and, participate in short- and longer-term talent plans including preparing business cases and monitoring of client or department objectives.

Learning & Development:

Develop, manage, facilitate, co-ordinate, and evolve key learning programs and corresponding action plans including supporting tailored training and development for senior leaders, middle leader programming, and leadership assessments.
Support the design, development, and management of effective learning and performance-focused solutions (e.g. assesses client needs, develops the learning strategy, designs program, and identifies delivery methods and methodology).
Develop and present content in both official languages to a wide range of stakeholders. Host learning programs delivered by external vendors or internal HR team members, ensuring a seamless experience for participants.
Monitor and report on learning metrics and program effectiveness, using data to refine programs to maximize engagement and impact.
Collaborate with clients and HR Managers to collect, assess and leverage feedback to strengthen the overall program experience.

Stakeholder Collaboration:

Develop strong internal relationships and closely collaborate with client groups, key business stakeholders, HR partners and learning forums to develop a deep understanding of the organization’s talent needs and priorities to align with organizational goals.
Socialize talent, performance, engagement and learning programs and gather input from key stakeholders and clients to ensure initiatives address the needs of the client groups and align key messaging.
Leverage internal relationships with clients and external relationships with vendors, to drive talent engagement and reinforce the value of the organization’s learning programs.
Create and execute effective and timely broad and customized internal communications to ensure clarity and understanding of talent initiatives, programs, tools, and changes.

Required Skills and Knowledge:

A high level of competency with talent systems and data: ATS/LMS/HRIS/external recruitment sites, advanced Excel management, and reporting ability along with proficiency in MS Office Suite.
Proven ability to draft and execute broad employee communications with a professional and impactful lens. Expertise to engage with clients and stakeholders effectively with a wide variety of audiences and communication vehicles, both internally and externally.
Effective training, facilitation and presentation skills, delivering in both languages and in remote and in-person settings.
At least one to two years of experience with adult learning training content development
1-3 years of experience leading teams or people.
Exceptional organization, prioritization, attention to detail, and follow-through skills, along with an ability to maintain confidentiality.

Education and Experience:

Fully bilingual in English and French (verbal and written).
Post-secondary education in Human Resources, or related experience.
Minimum five years of experience in talent management, learning and development and/or employee engagement.
Minimum of five years of relevant experience developing, leading and executing the entire recruitment cycle for a wide range and level of roles.
CHRP, or CHRL required.
Minimum 1-2 years experience with equity, diversity and inclusion.

Application Instructions:

To apply, please send a resume to Amanda Graham at Amanda.Graham@summitsearchgroup.com

Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.