Apply to Director, People Development

With experience supporting large, multi-location organization with facilities in North America as well as other global sites. You will show your capabilities as both a hands on and as an administrative leader. Your previous experience should entail having held responsibilities as a Manager in a talent management role focusing on the developing & implementing of performance management programs, succession planning, leadership development programs, competency development etc. You should be experienced in key change management initiatives and have done presentations and facilitating at various levels in the organization up to and including executives. You will have developed & delivered training, employee engagement surveys, analyzing results, action plans. As well as have experience with developing and implementing diversity & inclusion initiatives.

Joining NWC gives you the opportunity for growth and development throughout the company, a competitive salary and benefits package, and to be part of a dynamic and diverse culture.

NWC is a leading retailer to under-served rural communities and urban neighborhood markets in the following regions: Northern Canada, Western Canada, rural Alaska, the South Pacific islands, and the Caribbean. Our stores offer a broad range of products and services with an emphasis on food. Our value offer is to be the best local shopping choice for everyday household and local lifestyle needs. Check out northwest.ca for more information.

Your Role:

Succession Planning

• Build and maintain strategic succession plan for the execution of HR strategy pertaining to talent management. Ensure plan reflects the goals and objectives identified by business partners;

• Collaborate with business partners and the Director, Talent Acquisition to develop and maintain workforce plans that identify current and future talent needs and how / when these needs will be filled;

• Provide the talent and organization development programs required to enable effective and sustained execution of the NWC Talent Management initiatives;

• Institute a performance management system that drives aligned goal setting, ongoing performance monitoring, coaching and feedback, assessment of performance effectiveness, and development of capabilities required for future performance;

• Facilitate identification and development of high potential employees through succession management practices to build a talent pool available to fill future talent needs;

• Measure, assess and report on the effectiveness and business impact of all talent management programs to ensure intended outcomes are being achieved and improvement opportunities are identified;

• Offer expertise in organization design to assist business partners in defining work and creating organization structures that enable execution of clear role accountabilities and authorities aligned to business strategy;

Learning and Development

• Build and maintain strategic learning and development plan for the execution of HR strategy pertaining to talent management and organization development. Ensure plan reflects the training and learning development priorities identified by business partners;

• Oversees the planning, prioritization, and development of new training and learning programs and initiatives, ensuring that these programs and initiatives are consistent with NWC’s overall values, strategy, objectives, and needs.

• Conducts analyses in order to identify and define present and future training needs;

• Oversee design, implementation and application of high quality, cost efficient management and employee development programs for the employment lifecycle based on the competencies expected of NWC managers and employees;

• Responsible for developing employees with the skills the organization needs to achieve its goals. The individual will plan, design, and implement programs and will possess up-to-date knowledge of best practices in organizational training and learning;

• Liaises with various other leadership and management business partners to ensuring proper identification, execution and assessment of ongoing training and development programs in order to achieve the desired results and ultimately improve the overall performance of the business.

• Provide programs and a work environment that support career development of employees and strengthening of talent within the organization;

• Ensure managers have the capabilities and resources to train, monitor, coach, assess and develop employees;

• Provide role specific training to enable stores and support staff to effectively execute role accountabilities;

• Implement and manage the use of talent management systems and technology to assist the execution and assessment of training and learning development programs;

• Responsible for developing, delivered, presentations and facilitating training at various levels in the organization up to and including executives;

• Developed employee engagement surveys, analyzing results, action plans; and

• Design, implement and document programs and policies that clearly define business partner and HR accountabilities and standards pertaining to training and development;

Management

• Manage vendor relationships to ensure products meet quality standards and are relevant.  Act as a liaison between vendors and the business, as required;

• Remain abreast of industry talent management trends and best practices. Share learning and insights, provide expert advice and thought leadership, and identify opportunities to adopt best practices;

• Experience in developing and implement key change management initiatives.

• Experience with developing and implementing diversity & inclusion initiatives such as cultural awareness.

• Prepare an annual budget for the Learning and Succession function and manage expenses according to budget targets; and

• Lead, assess and develop Learning and Succession team members to provide value added services to business partners through the delivery of the operations plan and HR strategy;

Desired Skills & Experience:

• An undergraduate degree, ideally in business in Human Resources, learning & development, succession planning or related discipline or an equivalent combination of education/training and experience;

• A master’s degree and other relevant professional credentials would be preferred;

• A minimum of 10 years of progressive leadership and talent/learning development experience, with at least 3 - 4 years in a senior and strategic talent development position, ideally in a fast paced, customer-driven, multi-unit business;

• Extensive knowledge of adult learning principles, learning curriculum design and evaluation methodologies;

• Proven experience in developing and deploying innovative talent/learning development strategies;

• Possesses a strong track record of setting and achieving targets and an ability to show how programs and policies have contributed to organizational growth;

• Builds relationships with all levels of management to understand business and learning needs in order to serve as a trusted advisor on talent development;

• A credible leader with executive presence and mature interpersonal skills who is comfortable working with and influencing senior leaders;

• Demonstrated knowledge of HR best practices and theories supporting those practices, particularly in the areas of performance management (including competency models) and employee/leadership development;

• Uses insight and influence to deliver effective training and learning development solutions;

• Clear, concise and energizing verbal and written communicator, including superior presentation and facilitation skills;

• Strong Consultative skills and customer service orientation;

• Able to motivate and manage people effectively;

• Demonstrated organizational change agent including ability to influence and lead cultural change through leadership and learning strategies;

• Strong analytical and problem solving skills;

• Strong project management skills with experience in planning, organizing and executing large-scale projects;

• High degree of flexibility, organization and to successfully adapting to changing priorities;

• Comfortable with ambiguity and works well under pressure and time constraints;

• Sensitive to local cultures within a national and international context; and

• Able to travel as required.

We create a collaborative and constructive culture by:

• Being Enterprising • Committing to our Customer • Working with Passion • Leading and Developing Others • Demonstrating Respect and Inclusivity • Building Trust

The North West Company is committed to inclusion and diversity and encourages applications from all candidates including but not limited to: all religions and ethnicities, LGBTQ2s+, BIPOC, and persons with disabilities.

A competitive salary is being offered along with opportunities to learn, develop and advance throughout the organization. We thank all applicants for their interest; however only those selected for an interview will be contacted.

For Internal Applicants Only:

Salary Grade: C0R012

Interested internal applicants are invited to apply directly on the website no later than 4:00 P.M, Friday, December 16, 2022. Internal applicants must select “Yes” as the answer to “Are you currently employed by The North West Company or any of its subsidiaries?” during the application process.
 
Positions will be advertised externally; however internal candidates will receive first consideration based on qualifications. NWC employees are encouraged to bring forward applications of external candidates that meet the qualifications of this position.
 
NOTE: Prior to applying, an internal employee MUST obtain a written endorsement email from their current Manager or Manager – once – removed and provide this to the recruitment team before they can be considered for opportunities. This position adheres to the Corporate Job Posting Guidelines