Consultant | Talent Management

Position Summary
Interior Health is hiring a permanent full-time Consultant, Talent Management who is passionate about making a difference in healthcare.

Location: This position is flexible within the British Columbia Region

What we offer:
• An attractive remuneration package
• Excellent career prospects
• Employer paid training/education
• Employer paid vacation
• Medical Service Plan
• Employer paid insurance premiums
• Extended Health & Dental coverage
• Work-life balance
• May be eligible to contribute to MPP

Salary range for the position is $88,990 to $127,923. Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

How will you create an impact:
The Consultant, Talent Management plays an integral role in supporting the creation and implementation of a talent management and succession planning strategy aligned to the goals and objectives of IH.

The Consultant works directly with various partners throughout IH to create and execute an integrated talent management strategy focusing on the identification, readiness, development, and retention of leaders. The strategy incorporates a retention, promotion and talent management process linking critical positions, leadership talent, and targeted development. Through talent reviews with leaders across Interior Health, the Consultant provides expertise for the purpose of identifying candidates, identifying gaps, creating a high potential talent pool and building succession planning capabilities across the leadership teams. The Consultant may also support leaders with development planning for their teams and referral to internal and external development opportunities. The Consultant communicates across Interior Health through the delivery of workshops, seminars, and presentations.

In alignment with IH’s Occupational Health & Safety Program, employees shall adhere to all Occupational Health and Safety policies and procedures at all times and attend all required training. Employees are responsible to report any identified hazards, unsafe conditions or incidents to your manager or supervisor immediately.

What will you work on:
• Develops and implements Interior Health’s Talent Management process leveraging internal and external data and creating a fit-for-purpose processes and tools from assessment through to development and measurement.

• Promotes diversity and inclusiveness of the workforce throughout the succession planning process.

• Drives internal data build to inform process; analyzes and provides business insights to clients.

• Provides knowledge and facilitation services to Executives and their senior teams on transparent talent development processes, including assessment and feedback regarding the potential for succession, selection of leaders for high potential talent pools of candidates preparing for management roles, mentorship and coaching program support, and ensuring feedback loops regarding leadership performance.

• Supports IH key strategies by identifying critical skills gaps along with recommendations required to enact future strategy.

• Provides consulting and support to operational and clinical leaders in the areas of leader readiness assessment, development planning, development and evaluation. Keeps current of industry standards and best practice in the field of talent development/management and succession.
• Builds leader’s capacity to support individuals who have potential for further responsibility via the talent management processes, identifies, and supports the creation of programmic development options with a focus on informal options to complement formal development options (e.g., mentoring, coaching, classroom, internships, stretch assignments, and communities of practice).

• Designs, develops and delivers leadership and talent development programs or processes by collaborating with leaders and teams that engage partners from initiation to integration of the initiative. Recommends the use of internal talent development tools and provides feedback.

• Supports development and retention of IH’s talent pool and spearheads creation of a refreshed talent pool development approach within the organization to promote learning and innovation across the system.

• Initiates and maintains effective partnerships with Recruitment, On-Boarding, and Performance Management to ensure an integrated system of Talent Development for management and management support employees.

• Assesses and recommends the implementation of all competency-based development assessment tools to support leaders for entry to role and top talent development.

• Assists in identifying and assessing leaders against the Interior Heath’s leadership capabilities and competencies in order to identify succession potential and development needs.

• Provides visibility into succession plans for the Senior Leadership team and maintains succession planning records.

• Creates and maintains centralized supports for Manager Mentor positions and any other Interior Health mentor networks (as needed) not limited to selection criteria, matrix reporting agreement, orientation, process, community of practice, leadership resources, and measurement criteria to support this service.

• Under the direction of the Manager, oversees the external coaching contract requests including, but not limited to, maintaining a current list of provincial coaches, liaising with the other Health Authorities for alignment of process and costing, supporting the contracting process with various portfolios, and providing oversight on current contracts reporting up the Manager.

• Collaborates with partners in Recruitment to determine best hiring approach for internal and external candidates based on succession plans and internal talent pools.

• Partners with Leadership Development in the delivery of internal leadership development as required and maintains learning environments that foster open conversation, effective problem solving, and innovation.

• Liaises and builds relationships with external agencies, educational institutions, and peers from other health authorities for the exchange of information and/or provision of specialist advice/knowledge and maintains a knowledge base and expertise of current talent management and succession planning issues as well as upcoming changes and trends.

• Liaises and builds relationships with external agencies, search firms, educational institutions, and peers from other health authorities to capitalize on partnership opportunities across the system.
• Performs other related duties as may be assigned.

Interior Health strives to create an environment where you enjoy the work you do, the place where you work, and the people around you. Together, we create great workplaces. Apply today!

Honouring Interior Health’s commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).

Qualfications
Education, Training and Experience
• A Master’s degree such as Strategic HR, Organization Development, Leadership and Learning or Business Administration with a specialty in Human Sciences or the equivalent.
• Five years plus of recent, related experience leading strategic organization development initiatives in a large organization.
• Certification in the use of 360 Feedback and other competency assessment instruments are considered assets.
• Experience in healthcare settings with certification in psychometric assessments and/or certification from an accredited coach-training program are strongly preferred.

Skills and Abilities
• Demonstrated knowledge of organization development theory and applications.
• Demonstrated group facilitation skills in a Leadership Development or Organization Development role.
• Demonstrated competency in leadership development, needs assessment, data analysis and evaluation.
• Demonstrated knowledge of adult learning strategies and methodologies.
• Demonstrated expertise in project management, particularly of change initiatives.
• Demonstrated ability to think critically, conceptualize issues, and systemically address them.
• Demonstrated high-level competencies in interpersonal relations, personal ethics, and credibility.
• Demonstrated ability to move clients through the full consulting lifecycle including measurement and evaluation.
• Self-directed, with an interest in identifying and leveraging innovative approaches to leadership development, talent management, succession planning, and organizational learning.
• Excellent written and oral communication skills, including presenting to Executives/leadership team(s) to effectively disseminate information and convey complex concepts, ideas and information to all levels of internal and external clients.
• Demonstrated ability to cultivate and work with a variety of teams.
• Demonstrated ability to work autonomously and manage workload in a client-centered environment that includes high volume, frequent interruptions, multiple tasks, and shifting priorities and deadlines.