Job Number: JR107639Job Title: Clinical Career Navigation SpecialistUnion:Union:Job Category: ProfessionalHospital Location: Consilium PlaceJob Type: Permanent, Full timeNumber of Positions: 1Minimum - Maximum Hourly Rate: $46.876 - $54.342Hours: Days
Job Description:Build nursing careers. Strengthen our workforce. Help shape the future of care at SHN.Scarborough Health Network (SHN) is looking for a Clinical Career Navigation Specialist to help build and sustain a strong nursing workforce across our organization.
Reporting to the Manager, Recruitment & Retention, the Clinical Career Navigation Specialist connects workforce planning, targeted recruitment, career development and retention to attract talented nurses, strengthen internal talent pipelines and support safe, high-quality patient care.
Working across the nursing career continuum, from students and Clinical Externs to internationally educated nurses and experienced nursing professionals, you will help people explore opportunities and build meaningful, long-term careers at SHN.
In this role, you will work closely with Recruitment & Retention, Professional Practice, clinical leaders, educators, Human Resources, and academic and community partners to anticipate talent needs, connect candidates and employees with career opportunities, and support successful transitions into and within SHN.
You will also play an important role in promoting career opportunities through SHN Recruitment social media channels, bringing our recruitment brand, "Where the World Comes to Work," to life and creating a positive, engaging and inclusive experience for candidates, hiring leaders and partners.
Responsibilities:Strategic Workforce Planning- Partner with clinical leaders and workforce planning partners to identify current and emerging nursing talent needs across programs, specialties and sites.
- Use vacancy, turnover, retirement eligibility, internal mobility and program demand information to inform nursing workforce forecasts and identify priority talent and succession gaps.
- Translate identified workforce gaps into coordinated recruitment, development and retention action plans, with clear priorities and shared accountability.
- Align student placements, Clinical Extern opportunities, internationally educated nurse pathways and specialty development opportunities with anticipated workforce requirements.
- Provide clinical career insights and recommendations to workforce planning discussions, balancing nurses' career aspirations with service needs and sustainable staffing.
Targeted Recruitment and Talent Pipelines- Partner with hiring managers to develop targeted outreach strategies that attract talented nurses, including experienced specialty nurses, nursing students, Clinical Externs, internationally educated nurses (IENs) and newly registered nurses.
- Build and sustain candidate relationships through academic partnerships, career events, professional networks, community partnerships and proactive follow-up, highlighting opportunities for meaningful nursing careers at SHN.
- Coordinate career navigation and candidate-to-opportunity matching, particularly for hard-to-fill and high-vacancy areas, while supporting fair, equitable and consistent recruitment practices.
- Promote career opportunities through SHN Recruitment social media channels and other outreach platforms to increase awareness of nursing careers and opportunities at SHN.
- Champion SHN's recruitment brand, "Where the World Comes to Work," by showcasing our people, career pathways, learning opportunities and the diverse communities we serve.
- Provide a positive, responsive and engaging candidate and client experience, building strong relationships and providing coordinated follow-through with candidates and hiring leaders.
- Connect IENs with appropriate licensure and immigration information, qualified resources and relevant employment pathways, including the Supervised Practice Experience Partnership (SPEP) and Clinical Extern programs.
- Work with program participants and hiring managers to support transitions from SPEP, Clinical Extern and Nursing Graduate Guarantee (NGG) pathways into suitable nursing vacancies, including opportunities beyond the participant's original unit.
Retention, Career Development and Internal Mobility- Develop and coordinate career navigation supports that help nurses build long-term careers at SHN, from entry to practice through specialty development and advancement.
- Partner with managers, educators and Human Resources to strengthen onboarding, mentorship, career matching and follow-up for new hires and nurses transitioning between roles, including NGG participants moving into full-time employment.
- Coach nurses and hiring teams on career pathways such as SPEP to NGG, Clinical Extern to NGG, unregulated care provider to SPEP, personal support worker to registered practical nurse, and registered practical nurse to registered nurse, subject to applicable program and registration requirements.
- Connect current and prospective nurses with sponsorships, specialty education opportunities such as critical care and operating room pathways, certifications, awards and funding that align professional goals with workforce needs.
- Provide career coaching, application and interview preparation, and guidance on professional associations, conferences and networking opportunities to support development and internal mobility.
- Use career conversations and feedback from nurses, managers and educators to identify barriers to retention and recommend coordinated responses with Education, Leadership and Organizational Development, Wellness and Professional Practice.
Partnerships, Measurement and Continuous Improvement- Build academic and community partnerships that strengthen recruitment pipelines, expand career development opportunities and support IENs' transition to Canadian practice.
- Serve as a clinical career navigation resource for Clinical Educators and nursing leaders, promoting awareness and appropriate use of ministry-funded and other workforce programs, including NGG, SPEP, temporary licensure pathways and Clinical Extern opportunities.
- Maintain accurate career navigation and program records, and work with Human Resources and program partners to monitor pipeline progression, candidate-to-hire conversion, transitions to employment, internal mobility and retention.
- Evaluate initiatives against agreed workforce outcomes, including priority vacancy trends, candidate-to-hire conversion, transition to full-time employment and retention at defined follow-up points, and recommend adjustments based on findings.
- Identify and test improvements to recruitment, career navigation and retention processes and share learning through education, evaluation, research, conference abstracts and presentations.
Requirements:- Bachelor's degree in Nursing required.
- Master's degree in Nursing, Education, Health Administration, Leadership or a related discipline strongly preferred.
- Current registration in good standing with the College of Nurses of Ontario (CNO) required.
- Current Basic Life Support (BLS) certification required.
- Membership in the Canadian Nurses Association and/or Registered Nurses' Association of Ontario preferred.
- Minimum of 5 to 7 years of nursing or nursing education experience in a complex acute care setting preferred.
- Previous experience in nursing education, coaching, mentorship or professional development.
- Strong teaching and adult learning skills, with the ability to plan, deliver and evaluate coaching, mentoring and education for nurses across career stages.
- Strong knowledge of nursing regulatory standards, organizational policies and guidelines, and evidence-informed practice.
- Demonstrated experience collaborating with nurses and interprofessional teams to support nurse satisfaction, career development and retention.
- Strong organizational, communication and relationship-building skills, including active listening, conflict resolution, mentoring, coaching and goal setting.
- Excellent problem-solving and critical-thinking skills, with the ability to translate workforce information into actionable recruitment, development and retention priorities.
- Demonstrated ability to coordinate cross-functional initiatives, build sustainable talent pipelines and use data to evaluate workforce outcomes.
- Comfort engaging candidates through career events, professional networks, andsocial media and digital recruitment channels.
- Demonstrated commitment to equity, inclusion and creating a welcoming experience for candidates and employees.
- Demonstrated commitment to SHN's mission and values
This opportunity is posted to support the recruitment of an existing vacant position.
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