Ontario Health (OH) is looking for an experienced and dynamic leader to manage our Talent Acquisition team. You will be responsible for developing and executing recruitment strategies to attract top talent to OH, which includes employer branding, continuous process improvements and development of new programs.

If you are interested in leading by example, setting high standards for excellence in recruitment, fostering a culture of continuous improvement, partnering with people leaders, and

collaborating with the human resources leadership team to exemplify our beliefs ,we want to hear from you! One Team, One Plan, One Voice.

At Ontario Health, we are committed to developing a strong organizational culture that connects and inspires all team members across the province. Our vision is that together, we will be a leader in health and wellness for all. Our mission is to connect the health system to drive improved and equitable health outcomes, experiences and value. How we work together is reflected through our five values: integrity, inspiration, tenacity, humility and care.

What Ontario Health offers:

Achieving your career goals is a priority to us. Benefits of working at Ontario Health may include the following based on employment type:

Fully paid medical, dental and vision coverage from your first day

Health care spending account

Premium defined benefit pension plan

Three personal days and two float days annually

Individual contributors start at three weeks' vacation, and four weeks at two years

Career development opportunities

A collaborative values-based team culture

Wellness programs

A hybrid working model

Participation in

Communities of Inclusion

Want to make a difference in your career? Consider this opportunity.

Partner with the Chief HR Officer (CHRO) to develop a Talent Acquisition (TA) Strategy for Ontario Health (OH) to attract, build, hire, and retain the optimal talent needed to fulfill its mission, with an emphasis on three key talent pipelines: experienced hires; internal OH talent; and early career professionals (students).

Execute the TA Strategy by building and delivering programs, processes and policies underpinned by the OH values and commitment to Equity Inclusion Diversity and Anti-Racism (EIDA-R). Ensure a valid, efficient, measurable, and merit-based approach is used for all OH hiring.

Provide people leadership to a team of approximately 13 TA professionals. Create a work environment that leverages individual and collective strengths; coach and motivate for top performance; and develop depth and breadth of capability across the TA function.

Bring thought leadership and best practice approaches to differentiate OH as an employer of choice for Ontario healthcare sector workers, including Employee Value Proposition (EVP), branding, sourcing, social media, campus recruiting, and community partnerships.

Partner with senior OH leaders and HR Business Partners (HRBPs) to proactively plan and deliver fit-for-purpose sourcing solutions to fulfill immediate and short-term hiring needs, and longer-term workforce planning requirements.

Here is what you will be doing:

TA Strategy & Functional Model

Develop an overarching TA strategy for OH based on an understanding of current and future organization capability requirements; design fit-for-purpose strategies to build robust talent pipelines of experienced hires, internal OH talent, and early career professionals (students) to address OH long-term workforce requirements.

Partner with OH Communications department to develop and enhance the OH brand and EVP, with an emphasis on differentiating OH as an employer of choice in the Ontario healthcare sector.

Assess the current state of the OH TA function and, in partnership with the CHRO, develop a 3-year strategy to evolve and mature the function toward a best-in-class delivery model.

Proactively network with TA leaders in Healthcare and Digital (IT) sectors to maintain currency regarding competitive market trends and hiring practices (e.g., artificial intelligence); share and leverage these insights to continuously improve the OH TA model.

Develop sourcing strategies for experienced hires, with an emphasis on Digital and Clinical talent, through leveraging social media and other digital platforms; professional associations; community organizations, externally facing OH platforms; and an OH Employee Referral Program.

Support hiring managers and HRBPs to source talent from within OH with an emphasis on mobility, development, and retention through permanent transfers, acting assignments, and secondments.

Develop a robust OH early careers (student) program to establish a sustainable and diverse talent pipeline from Ontario colleges and universities with healthcare programs; partner with student career centres in identified key schools to mount differentiated campus recruiting campaigns to attract co-op, internships and permanent placements based on a strategic needs analysis of OH talent requirements.

Workforce Planning & Requisition Management

Partner with HRBPs and senior OH leaders to forecast and track a rolling quarter-by-quarter annual view of workforce hiring requirements for each Portfolio (Department) with an emphasis on Digital (IT) and Clinical talent.

Provide oversight of the end-to-end recruiting and selection process across Ontario Health.

Establish a standard process for hiring managers to register open requisitions to capture a clear understanding of specific business requirements and priority hiring needs.

Oversee the triage protocol for new open requisitions and assign them to individual TA Specialists based factors including volumes, individual and team workload, functional specialty, and alignment to key portfolio (department) leaders.

Lead recruiting for executive roles; support the CHRO to lead recruiting for C-suite roles.

Anticipate and respond to the needs of senior OH leaders and HRBPs on a portfolio (department) basis.

People Management / Leadership

Act as direct people Manager to a team of TA Specialists and Coordinators.

Leverage the OH Performance & Development Program ( PDP )

Provide coaching, feedback, and direction to TA team members in support of employee development and performance management.

Provide day to day leadership and guidance to team members, including operations, and resolution of escalated issues.

Create a positive working environment, ensuring that team members are engaged, possess the required skills, and provided with the resources/tools to do the job.

Financial Management and Governance

Manage the TA department budget including salary spend and purchased services.

Direct the work product and services of TA vendors, including for surge recruitment; executive search; digital sourcing platforms (e.g., LinkedIn); and, reference checking services.

Ensure all recruitment activities comply with legislative regulations and requirements; keep abreast of new or changed legislation related to recruitment.

Report on status of OH risk as it relates to talent attraction; develop and implement mitigation strategies, as required.

Oversee the OH Recruiting Policy to ensure adherence/compliance on the part of both Hiring Managers and TA members; leads periodic reviews to ensure it acts as an enabler of the TA strategy and serves the requirement for public accountability in TA practices.

Prepare business cases (e.g., exceptional compensation recommendations) for consideration of exceptions to policy, articulating clear business rationale including internal impacts and external (market) factors.

Process, Systems & Reporting

Continuously improves and optimizes the hiring process, both within and outside of the ATS environment, to maximize efficiency and effectiveness, with an emphasis on the Hiring Manager and Candidate experiences.

Use data and analytics to develop KPIs and other metrics to measure efficiency and effectiveness at each stage of the TA lifecycle; provide leadership with data-informed narratives that pinpoint issues and opportunities and support decision-making.

Equity, Inclusion, Diversity and Anti-Racism (EIDA-R)

Ensure a systemic and consistent EIDA-R lens on all internal and external recruiting, interviewing and selection processes.

Develop and sponsor best practice approaches (such as posting, interviewing, and training protocols) aimed at ensuring bias-free and barrier-free recruiting practices, both on the part of the TA team and hiring managers.

Support and advance programs in partnership opportunities sponsored by the OH Equity Inclusion Diversity Anti-Racism Steering Committee.

Proactively reach out to community and professional organizations with an emphasis on employment of individuals from equity-seeking groups; maintain an OH branding presence on established EIDA-R-focused job posting sites to support sourcing and attraction of diverse talent.

Here is what you will need to be successful:

Education and Experience

Degree in Human Resources, Business, Social Sciences or other relevant field of study.

Minimum ten (10) years' relevant business experience, at least five (5) of which has been spent in progressively more senior leadership roles in a high-volume, high growth recruitment operation.

Prior experience in an HR senior leadership role, with a proven record of growing, engaging, and developing high performing teams; capable and credible coach who inspires followership.

Track record of creating results through best-in-class TA programs for experienced hires; internal mobility; and, career (student) hiring programs.

Experience working in a business partnering capacity with senior organization leaders and Hiring Managers.

Experience in a large, complex, provincially regulated environment is an asset.

Experience working with vendors, auditors, legal counsel, consultants and other third-party providers.

Experience developing TA strategies and programs with an equity, inclusion, diversity and anti-racism focus is preferred.

Experience leveraging ATS systems for end-to-end TA processes; working knowledge of Workday would be an asset.

Knowledge and Skills

Talent Acquisition / Recruitment Lifecycle / Employer Branding Oversight

Demonstrated passion for TA, with demonstrated leadership, oversight and expertise in full cycle recruiting and employment branding/marketing, including early career and diversity programs.

Ability to successfully brand and market recruitment programs and career opportunities both within and outside of an organization, leveraging best practices and progressive digital platforms.

Sound understanding of technical recruiting strategies with the use of applicant tracking systems such as Workday, social media and professional networks such as LinkedIn. and of recruitment trends, best practices and processes.

Strong working knowledge of applicable Federal and Provincial legislation and regulations, including Employment Standards Act, Employment Equity Act, the Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, 2005 etc.) and OH's HR related policies and process.

Leadership

Highly developed leadership skills, including building and motivating teams, aligning with organizational values and setting priorities with a proven record of motivating teams to achieve higher goals and improve operational excellence initiatives.

Ability to translate and communicate TA programs, ensuring team understands how their work contributes to the broader organization talent acquisition and retention objectives.

Ability to act independently within guidelines, policies and program compliance with the political acuity to recognize, respond to and/or escalate talent acquisition issues or strategies where results have may have a significant impact across the organization.

Highly developed strategic planning skills to forecast future talent needs and budget for the costs of talent recruitment strategies, tactics and processes for recruitment and retention initiatives.

Communication, Issues Management and Relationship Management

Highly developed active listening and relationship building skills to identify and align leadership needs with strategies to work with external and internal partners on talent acquisition strategies and initiatives.

Superior written and verbal communication, influencing and presentation skills with a strong customer focus.

Strong professional standards with a customer experience mentality, along with an energetic, positive attitude to build partnerships, relationships, and trust.

Ability to develop and maintain long-term strategic relationships with candidates and prospective candidates.

Demonstrated proficiency in developing successful relationships with external partners where formal authority may not exist.

Strong issues management aptitude with the ability to manage multiple priorities simultaneously, meet deadlines, and drive collaboration across the team/organization.

Experience working with vendors, auditors, consultants and other third-party providers.

Demonstrated knowledge of the key issues affecting the health sector including political direction, concerns and trends.

Advisory and Influence

Well-developed research, analytical and creative problem-solving skills to assess complex issues where facts may be insufficient or initially misleading and operational implications are not easily apparent; to develop meaningful KPIs and TA related metrics that measure effectiveness of TA lifecycle strategies.

Ability to handle a complex organization and navigate ambiguity while placing candidates.

High level knowledge of project management principles, techniques, and applications, to define, plan and provide authoritative advice to team members and people leaders on projects focused on continuous improvement re: acquisition and retention projects, existing TA policies, practices, and processes (e.g., building talent pathways, campus recruitment etc.)

Effective facilitation and negotiation abilities to develop and build consensus among senior management on proposed strategies.

Strong innovative thinking and effective organizational skills to establish effective networks and creative approaches to achieve results.

Employment Type: Permanent Full Time

Salary Band: Band 9

Location: Ontario (currently hybrid; subject to change)

All applicants must be a resident of Ontario to be considered for roles at Ontario Health.

Internal Application Deadline Date: September 8, 2024

External Application Deadline Date: September 15, 2024

Ontario Health encourages applications from candidates who are First Nations, Métis, Inuit, and urban Indigenous; Francophone; members of Black and racialized groups; 2SLGBTQIA+ communities; trans and nonbinary individuals; and people living with disabilities.

Ontario Health is an accessible employer and we offer accommodation in all aspects of employment, including the recruitment process. If you require a disability related accommodation in order to participate in the recruitment process, please

contact us

to provide your contact information. A member of the team will contact you within 48 hours.

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