Director, Talent, Human Resources & Organizational Development

Title:
Director, Talent, Human Resources & Organizational Development
Type of Employment:
Full-Time Term Appointment until November 23, 2028
Salary
: $ 113,745 - $ 141,798 per year
Responsibilities
Reporting to the Associate Vice-President, Human Resources & Organizational Development (AVP, HROD), the Director, Talent directs the strategic talent acquisition, workforce planning, and organizational professional development initiatives across the University. The incumbent manages the end-to-end recruitment lifecycle, formulates comprehensive onboarding workflows, and drives the implementation of critical digital tools, including the Applicant Tracking System, Performance Management System and Learning Management System. Providing consultation to hiring managers, the incumbent establishes operational frameworks to build diverse talent pipelines, optimize Human Resources operations, and elevate institutional workforce capabilities.
The Director, Talent participates in the governance and administration of Human Resources policies, systems, and performance management frameworks. Utilizing data analytics and Key Performance Indicator tracking, the incumbent directs operational interventions and institutional strategies for benefits administration and regulatory compliance. Furthermore, the incumbent facilitates leadership training and resources to support management in conducting objective appraisals, addressing performance concerns, and driving continuous workplace improvement across the University.
Strategic Leadership, HR Operations & Professional Development - 35%
Directs, mentors, and manages the Talent Acquisition team to deliver efficient, responsive services including recruitment, onboarding, orientation, and transactional processes while directly prioritizing deliverables and allocating work.
Drives team capability building and ongoing professional development, supporting career growth, continuous learning, and skill enhancement for the Talent Acquisition team.
Drives high-performance service delivery and fosters a culture of continuous improvement, customer service excellence, and collaboration across the team and the university.
Formulates, authorizes, and executes university-wide recruitment and selection strategies, standards, and proactive talent acquisition plans aligned with institutional goals.
Establishes operational frameworks for process improvement, authorizing and implementing digital tools such as: Human Resources Information System (HRIS), Learning Management Systems (LMS), Performance Management System, automation, and workflow redesigns to eliminate non-value steps and optimize operations.
Authorizes the operational strategy for transferring transactional and advisory work, ensuring all workflows and procedures maintain compliance with HR governance and institutional policy.
Implements a university-wide Applicant Tracking System (ATS), Learning Management System (LMS) and Performance Management System, collaborating with Information Technology (IT) to assess institutional skill requirements, integrate professional development frameworks, and elevate workforce capabilities.
Talent Acquisition, Onboarding & Workforce Planning - 40%
Directs the end-to-end recruitment lifecycle and orientation strategy for all approved positions, establishing standards for an equitable, transparent, and efficient hiring process.
Directs the strategy, participation, and execution of internal and external career fairs, university recruitment events, and community outreach initiatives to build diverse talent.
Formulates comprehensive onboarding and integration workflows for new hires and transfers, ensuring access to necessary resources for seamless university integration.
Drives the strategic implementation, optimization, and leadership of an Applicant Tracking System (ATS) to enhance recruitment efficiency, data integrity, and talent analytics.
Partners with university leadership on long-term staffing and workforce planning, while establishing standards for job description development and governance.
Authorizes non-standard job offers and employment contracts, while overseeing the documentation framework for offer letters, employment confirmations, and onboarding packages.
Provides executive consultation to senior management on recruitment, selection, onboarding, and client-specific HR solutions aligned with legal and contractual requirements.
Authorizes selection frameworks, guides management on best-practice assessment tools, and establishes service delivery standards with structured escalation pathways.
Manages and delivers management training sessions, overseeing the development of resource toolkits for hiring and onboarding best practices.
Ensures compliance with employment standards, legislative requirements, and institutional policies, directing proactive program revisions in response to regulatory changes.
Talent Analytics & Policy Administration - 15%
Manages the formulation, governance, and institutional administration of HR policies, practices, and employee records management.
Establishes Key Performance Indicator (KPI) tracking and system audit protocols to enforce data integrity and continuous quality improvement across the university.
Analyzes recruitment metrics, HR transaction data, and service level trends to direct operational interventions, systemic issue resolution, and executive decision-making in collaboration with Finance and Payroll.
Performance Management - 10%
Directs the operational implementation and continuous support of performance management frameworks and processes across client groups and within the HR team.
Provides guidance and strategic consultation to management on performance planning, evaluation standards, feedback mechanisms, and addressing performance concerns.
Facilitates leadership training and tools to support managers in conducting objective, constructive performance appraisals and goal setting.
Monitors performance evaluation compliance, completion rates, and related metrics to identify institutional training needs and drive continuous workplace improvement.
Other Duties
Perform other duties within the professional scope and skill level of the position, in full compliance with applicable legislation, university policies, and collective agreements.
Qualifications
Bachelor’s degree in Human Resources Management, Business Administration or a related field.
Five (5) to eight (8) years of progressive experience in HR management, with significant experience in recruitment, selection and HR services.
One(1) to three (3) years of managerial experience
Certified Human Resources Professional (CHRP) designation or Certified Human Resources Leader (CHRL) designation are considered an asset.
Excellent verbal and written communication skills.
Demonstrated problem-solving, attention to detail, and conflict resolution skills.
Excellent organizational and time management skills;
ability to meet deadlines.
Excellent analytical and critical thinking skills.
Proven ability to manage multiple projects and priorities simultaneously in a fast-paced environment.
Experience in managing institutional records, adhering to retention policies, and ensuring data integrity.
Proven ability to work independently with minimal supervision, take initiative, and collaborate effectively within a team environment.
Proven discretion and sound judgment when managing highly confidential business, financial, or personnel data.
Knowledge of the collective bargaining process and experience working with collective agreements / unionized environment.
Experience with employment-related legislation (ESA, OHSA, Human Rights, AODA) and maintains up-to-date knowledge of changes to legislation.
Specific experience in unionized environments, including contract negotiations, grievance handling, and interpreting collective agreements.
Expertise in all aspects of the employee lifecycle, from recruitment and onboarding to performance management and professional development.
Proven ability to lead and guide teams through organizational transitions, process improvements, or significant policy changes.
Experience in analyzing staffing needs, succession planning, and developing strategies to meet future talent requirements.
Advanced interpersonal influence and a demonstrated track record of navigating complex institutional structures to secure buy-in and resource-sharing across departments.
Proven ability to lead cross-functional integration and build strategic partnerships with other institutional departments to drive shared objectives and achieve departmental goals.
Experience with the implementation of a Human Resources Information System (HRIS) or Applicant Tracking System (ATS) is considered an asset. Experience in budgeting and financial management within a university framework.
Proven ability to negotiate terms, pricing, and service level agreements (SLAs) with vendors, and to manage contracts throughout their lifecycle.
Experience with Applicant Tracking System (ATS) (Cornerstone, DayForce, Ultipro, ADP, etc.)is considered an asset.
Ability to work fluently (verbal and written) in both official languages, French and English, is required.
Applications are being accepted to fill an active vacancy within the University
The official University hours of operation shall be from 9:00 a.M. to 4:30 p.M., Monday through Friday, during, and including, the months from September to April, and from 8:30 a.M. to 4:00 p.M Monday through Friday during and including May to August., amounting to thirty-three and three-quarter (33.75) hours per week.
At Laurentian University, we recognize that work-life balance is essential for both personal well-being and professional success. Our policy offers employees some flexibility to better balance personal needs while maintaining effective service delivery.
DISCLAIMER
The above statements are intended to describe the general nature and level of work being performed by the job incumbent. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of the position. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed. Management reserves the right to revise or amend duties at any time. Laurentian University is an equal opportunity employer that is dedicated to maintaining a fair and equitable work environment. All of our employees and job applicants will be employed solely on the basis of their abilities and qualifications and following the applicable collective agreements where required.
Laurentian University welcomes all candidates authorized to work in Canada and who meet the minimum qualifications required to apply for this position.
Laurentian University is an inclusive and welcoming community committed to employment equity. Applications are encouraged from members of equity-seeking communities including women, racialized and Indigenous persons, persons with disabilities, and persons of all sexual orientations and gender identities/expressions. Laurentian University’s bilingualism policy provides a provision regarding the language requirement for persons self-identifying as First Nations, Métis or Inuit.
All applicants are thanked for their interest in this position. However, only those selected for an interview will be contacted. If contacted and you require a disability related accommodation in order to participate in the recruitment process, please advise the Human Resources and Organizational Development Department. Laurentian University is committed to providing an inclusive and barrier free experience to applicants with accessibility needs. Requests for accommodation can be made at any stage during the recruitment process.
Please note that candidates invited for an interview will be required to submit three professional references.
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