Vice President & Chief People Officer

As a member of the executive leadership team, the Vice President & Chief People Officer will provide strategic leadership to the HR and total rewards, talent acquisition, service delivery, knowledge management, enterprise change management, talent management, learning, and development, functions ensuring they support high quality, effective, and accessible delivery of services to Manitobans.

The Vice President will guide the development and implementation of a long-term strategy to ensure the successful execution of corporate strategic initiatives and play a key role in transforming business operations. In addition to translating strategic plans into operational and business plans for the division, the Vice President will define and execute the divisional roadmap in collaboration with the President & CEO, and executive leadership team.

The Vice President will establish a high-performance organization with dedicated, skilled, engaged, and customer-focused team members, efficient service delivery, and effective governance and risk practices.

Accountabilities

Strategic Planning & Transformation:

• Participate in the development of the vision, direction, goals, and objectives of the corporation.
• Provide strategic direction for the division and ensure the development of strategies and solutions to support the corporate vision, direction, goals, and objectives.
• Create strategies to position the organization in the future by anticipating and acting on trends.
• Define and execute the divisional roadmap in coordination and collaboration with the President & CEO and leadership team.
• Translate strategic plans into operational and business plans for the division and communicate operational objectives to all employees and appropriate stakeholders.
• Ensure strategic, operational, and business plans meet the business needs and expectations of Manitobans, MPI departments, and other internal stakeholders.
• Champion transformation throughout the division and corporation by ensuring a clear understanding of the business and the identification of appropriate solutions.

Operational & Performance Leadership & Compliance:

• Provide expert advice and guidance and identify related operational impacts across the full range of business strategies, programs, products and services, and operational issues.
• Ensure divisional operational activities are provided in an efficient and effective manner, maintaining the highest degree of service delivery.
• Direct the operations of a proactive and responsive human resources function in a cost-effective manner, including collecting and reporting of related metrics.
• Oversee the development, implementation, and evaluation of integrated people strategies that focus on employee wellbeing, employee experience, culture, diversity, equity, and inclusion.
• Ensure the effective management of employee relationships by resolving inquiries and concerns in a manner that is mutually beneficial to both our people and the Corporation.
• Oversee the resolution of all corporate labour and employment issues, and ensure employees have access to a respectful, healthy, and safe workplace.
• Oversee collective bargaining and contract negotiations for the corporation and act as a key liaison with the board of directors, government, and other key stakeholders.
• Oversee the development, implementation, and evaluation of strategic talent attraction and retention strategies, plans, and deliverables that meet current and future divisional and corporate business requirements.
• Oversee the development, implementation, and evaluation of the total rewards strategy, plans, and deliverables, ensuring the compensation framework enables the business to reward and motivate employees.
• Oversee the development and execution of corporate learning and knowledge management and corporate culture strategies.
• Develop and implement processes and practices to identify and address the needs and expectations of Manitobans, MPI departments, and other internal stakeholders.
• Review and update operational practices on a regular basis to ensure operational efficiency and compliance with regulations.
• Serve as a change champion in the organizational change process to produce an improved work environment and oversee the development and implementation of divisional programs that meet current and future needs.
• Represent the Corporation in various venues in a manner that fosters enhanced acceptance and support of the Corporation and its mandate.

People Leadership, Development & Training:

• Ensure the development, implementation, and maintenance of an effective structure for the delivery of services.
• Build and sustain a cohesive and collaborative team that is committed to the best interests of MPI and who consistently explores opportunities to enhance services.
• Sustain a high-performance culture and environment where multiple perspectives are sought out, appropriate risks are encouraged, and employees are committed to excellence in service delivery.
• Provide leadership, coaching, and direction to the divisional leadership team and employees to cultivate desired behaviours.
• Ensure employees throughout the division have the knowledge, awareness, technical skills, and competencies to contribute to the Corporation’s vision and success.
• Ensure performance management discussions are conducted with all employees providing feedback on their performance against their mandate, reviewing results, and discussing activities to build skill and proficiency.
• Engage in talent management and succession planning to meet current and future needs.

Qualifications

• Over 15 years of senior leadership experience in human resources, project management, and business improvement and innovation in a complex environment.
• Senior leadership experience in the insurance or financial services industry would be an asset.
• Bachelor’s degree in commerce, business administration, human resources, or related field. Master of Business Administration (MBA) is an asset.
• Completion of one or more of the following professional designations is considered an asset:
• Chartered Insurance Professional (CIP)
• Fellow Chartered Insurance Professional (FCIP)
• Excellent technical foundation in human resources management including employee and labour relations, talent management, learning and development, succession planning, performance management, talent acquisition, compensation and benefits, and systems implementation.
• Exceptional leadership skills with a proven ability to form, lead, and develop high-performing teams, and demonstrate successes in leading change.
• Knowledge of corporate governance issues as well as an understanding of emerging trends and issues as they affect Crown corporations.
• Proven ability to adapt to, and effectively contribute to, rapid business transformation along with the ability to develop a strategic vision, with proven ability to build consensus, fostering the necessary momentum to ensure objectives are met. Champion of organizational culture and values.
• Capable of positively engaging executive management, the Board of Directors as well as influential external stakeholders (e.g., Public Utilities Board, Government of Manitoba, strategic business partners, interest groups with diverging interests) and operating with the highest level of integrity and business ethics