THE ROLE IN A NUTSHELLAs GreenShield continues to disrupt the health benefits,health services and social impact industries, People & Culture (P&C)plays a pivotal role in enabling enterprise strategy, business transformationand future-ready talent decisions. The Director, People & Culture BusinessPartner is an integral member of the P&C Leadership Team and serves as astrategic enterprise advisor and primary P&C partner to executives,vice-presidents and directors.
This role will partner directly with senior leaders andtheir teams to translate ambitious business plans into practical workforce,organization and talent priorities. Working closely with P&C Communities ofExpertise (COEs), the Director will bring a strong business lens to the designand delivery of P&C products, services and solutions, while helping leadersbuild the capabilities, structures and culture required for sustainable growth.The role will also lead strategic projects across P&C, as required.
ABOUT YOUYou bring a commercial mindset, enterprise orientation andthe curiosity to identify workplace and workforce trends, patterns and emergingneeds. You use data, insights, business drivers and the external landscape toanticipate human-capital risks and opportunities, strengthen the employeeexperience and shape talent strategies that enable growth.
You challenge conventional thinking, develop bold andpractical solutions, and are comfortable influencing senior leaders with clear,courageous counsel. You can simplify complexity, create alignment acrossstakeholders and help leaders make disciplined people, organization and talentdecisions that deliver results.
WHAT YOU WILL DO- Strategic consulting and advisement: Advise senior leaders on P&C policies, best practices and continuous improvement opportunities that increase engagement and performance. Build a strong understanding of each client group and its business strategy. Act as a change agent from planning through implementation and use ongoing sensing to identify opportunities that can become strategic initiatives.
- Collaboration: Serve as a trusted advisor to senior leaders and maintain a strong understanding of business priorities, operating models, talent and culture. Partner with COEs by bringing a practical business lens to the products, programs and services they build.
- Strategic workforce and talent planning: Partner with senior leaders to translate business strategy into workforce plans, capability priorities and talent strategies. Identify critical roles, talent risks, succession needs and internal mobility opportunities, and influence build, buy and borrow decisions that strengthen leadership bench strength and support future growth.
- P&C products and programs: Deliver P&C cycles and business initiatives while creating an exceptional employee and leader experience. Work with COEs and leaders to support a diverse, inclusive, respectful, high-performing and empowered organization.
- Insights and analytics: Translate workforce data, engagement results, attrition, performance, mobility and capability trends into clear business insights. Use data to diagnose risks, shape recommendations and coach leaders to develop practical action plans that improve employee experience, team effectiveness and business performance.
- Project management: Lead execution against business goals by mapping end-to-end processes, using agile planning, defining clear deliverables, roles and accountabilities, and incorporating retrospective reviews and lessons learned.
- Organization effectiveness and change leadership: Coach leaders on operating model evolution, role clarity, decision rights, team effectiveness, ways of working and people-management practices. Help leaders build change capacity, manage resistance and sustain adoption through periods of growth, integration and transformation. Share guidance and expertise with P&C peers and developing P&C team members.
WHAT WE'RE LOOKING FOR- Post-secondary education in business, human resources management or a related field
- At least 10 years of progressive human resources leadership experience
- Experience leading or supporting strategic workforce planning, succession, internal mobility, talent reviews and capability planning in a complex or evolving organization
- A commercial mindset, strong business acumen and the ability to connect enterprise strategy, operating plans and talent priorities
- Highly developed critical-thinking, analytical and problem-solving capabilities
- Clear, executive-level communication skills with the ability to simplify complexity, provide courageous counsel and influence senior leader decisions
- Strong project-management experience
- Demonstrated experience enabling business transformation, organization effectiveness, change leadership and adoption at scale
- High energy, sound judgement and the ability to work independently
- A proven ability to build trusted relationships with senior leaders, union partners and employees, challenge constructively, create alignment and deliver enterprise outcomes
- An inclusive leadership approach and a strong commitment to diversity, equity and inclusion
- Ability to travel occasionally
NICE TO HAVE- Certified Human Resources Professional designation (CHRP or CHRL)
- Bilingualism in English and French is a strong asset
- Change-management certification
- Experience in the health insurance or health services industry
