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Salary range: The salary range for this position is CAD $44.14 - $63.45 / hour Why Fraser Health?: Fraser Health continues to be recognized as one of BC's Top Employers, are you someone who is passionate about making a difference in the lives of others? Fraser Health is responsible for the delivery of hospital and community-based health services to over 1.9 million people in 20 diverse communities from Burnaby to Fraser Canyon on the traditional territories of the Coast Salish and Nlaka’pamux Nations. Our team of nearly 45,000 medical staff and volunteers is dedicated to serving our patients, families and communities to deliver on our vision: Better health, best in health care. All new hires to Fraser Health must have full COVID 19 vaccination (have received a full series of a World Health Organization “WHO” approved vaccine against infection by SARS-COV-2, or a combination of approved WHO vaccines). Please note this applies to all postings, and individual medical exemptions must be approved by the Provincial Health Officer. Take the next step and apply so we can continue the conversation with you. We invite you to apply today and find out why employees recommend Fraser Health to their friends as an exceptional place to work. We are committed to planetary health, we value diversity in the work force and seek to maintain an environment of Respect, Caring and Trust. Curious to learn what it’s like to work here? Like us on Facebook (@fraserhealthcareers), follow us on Twitter & Instagram (@FHCareer), or connect with us on LinkedIn (fraserhealthcareers) for first-hand employee insights. Detailed Overview: Supporting the Vision, Values, Purpose and Commitments of Fraser Health including service delivery that is centred around patients/clients/residents and families: Reporting to the Leader, Talent Development, the Client Partner, Talent Development works with leaders in the organization to guide the identification and development of Fraser Health top talent. To do this, the Client Partner develops and implements effective succession and talent management practices aimed at building a strong leadership bench in the organization. These practices include guidance on how to identify potential successors, consulting on leadership continuity risks, providing coaching and development support to nominated potential successors, and coaching of new-to-role senior leaders to ensure they are successful in their roles. Leveraging talent assessments and people analytics, the Client Partner works directly with leaders to establish and develop high potential pools of talent, providing consulting services and strategic talent advice. The Client Partner also works closely with a number of other Employee Experience colleagues: they collaborate with Talent Acquisition to identify potential internal candidates for leadership vacancies, and collaborate with subject matter experts within People Development to develop targeted learning opportunities for potential successors. The Client Partner also represents the team on internal/external working groups and committees as required. Responsibilities: Works collaboratively with the Talent Development team and senior leaders to continually develop and mature succession and talent management practices within Fraser Health. This includes working with senior leadership teams to provide transparent talent development processes, such as assessment and feedback regarding the potential for succession, and informing the selection of high potential talent pools of candidates preparing for leadership roles. Designs, develops, and delivers leadership and talent development practices, standards, guidelines, processes and tools. Implements programs or processes to selected levels of the organization by partnering with leaders and teams that engage stakeholders from initiation to integration of the initiative. Implements and evaluates an internal talent development and succession planning process for Vice Presidents, Executive Directors and Directors, with a focus on managerial positions. Facilitates succession planning meetings with senior leaders to implement and embed succession best practices across corporate and clinical portfolios, such as creating talent pools and encouraging talent mobility across the organization. Supports the development and assessment of internal talent, specifically the competencies, skills and experience identified in leadership Role Success Profiles required for individuals to move to an identified position. Provides one-to-one individualized support to nominated potential successors of senior leadership roles. This may include development check-ins, coaching, advising on learning/development opportunities, facilitating 360º feedback processes, and ad hoc support. Supports new-to-role leaders by coaching through challenges and guiding their professional/role development to ensure success in the first year of their role. Leverages 360º assessments to assist leaders in their own career development. Support includes guidance on identifying key stakeholders, understanding and aligning with organizational goals, creating a communication strategy, building a positive and productive team culture, and developing their personal leadership style. Provides consulting support to senior leaders in identifying critical roles and developing Role Success Profiles to guide employee development and succession planning. Provides guidance to leaders on early talent spotting and development to support difficult-to-fill roles. Provides consulting and facilitation support to establish and monitor targeted “on-the-job” stretch opportunities and experiences for senior leaders and annual leader development discussions. Remains current in the practice of leadership, talent development and succession planning through ongoing professional development; researches and implements cutting-edge best practice in alignment with probable future needs in the organization. This includes working with talent and learning systems such as Learning Hub, My Learning, and Career Hub. Responsible for ongoing continuous evaluation and improvement of talent programs, content, and services and ensures that projects/programs are data driven, outcome focused, and aligned with best practices. Works with Talent Acquisition and Executive & Senior Leadership Acquisition to identify potential internal candidates for leadership vacancies, encourage a “talent spotting” mindset in hiring managers at all levels, and help determine when it might be necessary to hire externally. Partners with the People Development team to design, implement, and facilitate learning programs in support of Talent Development initiatives. This includes creating learning opportunities that help to build the key competencies identified in Role Success Profiles for various levels of leadership. Builds relationships and partners with internal and external groups to ensure talent development practices are effectively aligned and integrated with other Employee Experience practices across the organization. Qualifications: Education and Experience Masters level education in Talent Management, Human Resources, Organizational Development, Organizational Psychology, or other related fields. Five years’ recent, related experience in talent development or talent management in an intermediate to large size organization. Preference will be given to candidates with experience working within a health care context, and a certification in Coaching. Skills and Abilities Demonstrates the leadership practices of the Fraser Health Leadership Framework of Clear, Caring and Courageous and creates the conditions for people to succeed. Professional/Technical Capabilities Demonstrated knowledge of talent management and talent planning principles and practices, such as succession management, identification of high-potential individuals and the management of talent pools Demonstrated knowledge of organizational development theory and applications Demonstrated knowledge of leadership development Demonstrated knowledge and understanding of computer technology, especially word processing, spreadsheets, graphics, and databases