Summary
Description
Organization: Diabetes Canada
Title: Executive Director, People & Culture
Reports to: SVP, Finance & Business Operations
Team: 5, including 3 Direct Reports: Senior Manager, Employee Engagement; Senior Manager, IDEA; Senior Manager, Volunteer Engagement
Location: Hybrid (incumbent had 1 day in the National office, 4 days remote, however if not GTA based fully remote would be acceptable)
Internal Contacts
- Senior Leadership Team
- Executive Directors: Finance, Facilities, Shared Services & Procurement, Technology & Data
- Members of the People & Culture Committee of the Board of Directors and other Members of the Board as needed
External Contacts
- Director, HR at National Diabetes Trust
- External recruitment firms
- Benefits & pension brokers & program providers
- Dayforce/Ceridian (HRIS) program team & contract administrators
- Legal counsel
- HR networks
- Vendors related to EAP, Career Transition Support, Employee Engagement Survey, Diversity Survey, DEI partners
The Organization
Today, 11.5 million Canadians live with diabetes or are at high risk of developing it.
Current growth rates indicate that young people at age 20 face a one-in-two lifetime risk of developing the condition.
A world free of the effects of diabetes is our vision. That’s why we’re working together to improve the quality of life of people living with diabetes. We’re sharing knowledge and creating connections for individuals and the health-care professionals who care for them; advocating through public policy; and funding research to improve treatments and find a cure to end diabetes.
The Position
The Executive Director, People & Culture (ED) is responsible for leading and executing the people strategy at Diabetes Canada (DC) that includes both employees and volunteers (‘hundreds of volunteers’ providing support to fundraising and program activities) and stewards the direction of overall organizational culture of which will be shaped and guided by an inclusion, diversity, equity, and accessibility (IDEA) lens.
This role will lead the development and implementation of programs, policies and systems related to both employees and volunteers including but not limited to:
- recruitment, retention, and recognition
- learning and development
- talent review and succession planning
- inclusion, diversity, equity, and accessibility
- employee and volunteer engagement
- organizational culture and values
- relevant legislative and regulatory compliance
- organizational design and development
- use of people data and technology
- performance management
- employee-specific compensation, benefits, and pension plans
Responsibilities
Strategy & Risk Management
- Develop and ensure implementation of short and long-term people strategies that support DC’s strategic plan.
- Monitor and advise on strategic issues and risks related to employees and volunteers.
- Develop and manage the People & Culture annual budget.
- Provide senior staff support to the Board of Director’s People & Culture Committee (supported by the SVP, Finance & Business Operations).
Driving People Performance
- Develop and implement the policies, practices, processes, and systems that support the full employee and volunteer life cycle including recruitment, onboarding, learning & development, retention, talent review & succession planning, recognition, and offboarding.
- Monitor employee & volunteer engagement levels and innovate & support strategies to enhance them.
- Provide counsel and guidance to people managers and employees.
- Ensure that compensation and incentive programs reward employees for value-added contributions and facilitate motivation, recognition, and optimum performance levels.
- Support (& lead as appropriate) strategies to enhance a high-performance culture.
Regulatory, Compliance, Technology & Data
- Ensure awareness of, and advise on, statutory or regulatory requirements in all areas of staff management such as employee and labour relations, compensation, benefits, recruitment and selection, health, and safety, etc.
- Develop activity and output reports, metrics, and HRIS & related technology to inform effective decisions and meet business objectives.
Partner & Supplier Relationship Management
- Manage relationships with third party partners and service providers to ensure service and cost-effectiveness.
Communications
- Develop and/or coordinate people & culture related & broad volunteer communications and messaging.
Team Leadership
- Overseeing a team of 5, including 3 direct reports (Sr. Manager, Employee Engagement, Sr. Manager, IDEA, Sr. Manager, Volunteer Engagement).
- Hire, mentor, train, and evaluate an experienced, talented, and highly professional team that is well prepared to meet the ongoing opportunities and challenges of Diabetes Canada.
- Inspire the team to achieve Diabetes Canada’s vision of improving the quality of life of those diagnosed with diabetes.
- Foster a strategic and collaborative approach to building operational capacity.
- Develop a culture of coaching and performance excellence to continually develop team capacity and create succession plans as needed for the team.
- Illuminate a path to success for team members by promoting core and leadership competencies, key performance indicators and personal development goals.
- Align with the Diabetes Canada values, and guide decisions and actions accordingly.
Health & Safety Responsibility
- Develop, implement, promote, and enforce organizational health and safety policies and procedures and applicable legislation, including but not limited to:
- Ensure a functioning and compliant joint Health & Safety committee is in place at required locations and that DC is compliant in all jurisdictions with provincial WSIB/WCB requirements.
- Train or ensure training is provided to employees on safe job procedures, workplace respect, safety policies and procedures, reporting requirements and emergency procedure protocols.
- Identify, assess, and address hazards. Establish and evaluate controls and demonstrate due diligence through appropriate documentation
Candidate Qualifications
Education/Experience
- Related post secondary education.
- CHRP / CHRL Designation is preferred.
- Minimum of three (3) years’ experience leading an HR function, plus at least ten (10) years of generalist HR experience.
- Ideally some NFP experience even as a board person if not on staff
Competencies
- Strategic yet pragmatic and can easily move between strategy and tactical execution to drive results and meet priorities.
- Ability to operate on a national, multi-location level and lead remotely.
- Strong communication negotiating, coaching, influencing and relationship building skills and abilities.
- Excellent time management, analytical and problem-solving skills.
- Demonstrated ability to lead and support organizational change.
- Strong business acumen with the ability to assess situations not only from a P&C perspective but also from a business perspective.
- Working within a unionized environment would be beneficial but not a requirement.
Application Instructions
Diabetes Canada hires based on merit and is strongly committed to equality and diversity within its community and to providing a welcoming and inclusive workplace. DC especially welcomes applications from Indigenous persons, visible minority group members, women, persons with disabilities, people of all sexual orientations and genders, and others with the skills and knowledge to productively engage with diverse communities.
Diabetes Canada’s work takes place on traditional Indigenous territories across Canada. We also wish to acknowledge that Diabetes Canada’s head office is located on the traditional Indigenous territory of the Wendat, Haudenosaunee, Anishinaabeg, and the Mississaugas of the Credit.
If you are looking for an outstanding challenge with a great team in a uniquely focused organization, then apply now by sending your application to Lindsay Preston: lindsay@phcap.ca. Please note the deadline for applications is January 19th, 2024, at 5pm ET. Please include your cover letter and CV. Please note only qualified respondents will be contacted.
