HR - Director of Talent Management (Mon-Fri Days)

RainCity Housing operates on the stolen, unceded, ancestral, traditional homelands of the Xʷməθkwəy̓əm, Sḵwx̱wú7mesh, and səl̓ílwətaʔɬ Nations in so-called Vancouver, the q̓íc̓əy̓, qʼʷa:n̓ƛʼən̓, kʷikʷəƛ̓əm, qiqéyt, SEMYOME, Stó꞉lō, and sc̓əwaθən məsteyəxʷ Nations in so-called Lower Mainland, and the shíshálh in so-called Sunshine Coast.

THE ORGANIZATION - RAINCITY HOUSING SOCIETY 
With a vision of providing a home for every person, RainCity Housing Society (“RainCity”) has a strong regional and provincial reputation for innovative and person-centred services. With programs located across BC’s lower mainland and Sunshine Coast, RainCity welcomes people into its housing and services on their terms and work with their choices, while building and maintaining partnerships with health and social service providers. Rather than seeing homelessness as one issue, RainCity recognizes the diversity of reasons people have become homeless and works to support them to move forward in their lives. As people’s choices about housing and support vary, RainCity provides a range of housing and support services, including shelters, transitional housing, long-term housing, housing for women-led families, and outreach-based housing programs. RainCity’s workplaces are inspiring, challenging and team-oriented. At its best, RainCity’s commitment to its mission and the communities its supports is outstanding. The RainCity community (employees and those it supports) is comprised of an increasingly diverse group of people. To support this change, the organisation is actively developing four key strategies: • Anti-Racism and Cultural Safety • Gender Identity and Expression • Mental Health and Substance Use • Wellness and Trauma These strategies support RainCity’s focus on creating justice in its workspaces from the perspective of justice = equity + diversity + inclusion.

THE OPPORTUNITY - DIRECTOR OF TALENT MANAGEMENT
Reporting to the VP, HR, the Director, Talent Management (“Director”) leads the Talent Acquisition, Talent Management, and Talent Development functions of RainCity to enhance the employee experience. Leading a team of three that includes two Talent Acquisition Specialists, one Talent Acquisition Coordinator, and a Learning Specialist planned for the future, the Director is responsible for management, oversight and implementation of all recruitment and onboarding activities including job descriptions, sourcing, recruiting, hiring, managing employment agencies and background checks. They are also responsible for developing talent management programs that include succession planning, performance management, employee engagement, and learning and development that enhance employee skills and ensure the organization has the skills and capabilities to meet current and future needs.

RainCity has recently moved to an “HR Centres of Excellence” model, to create a supportive and responsive structure, and to provide higher levels of service, in response to the considerable growth that the organization has undergone. The Director of Talent Management is a new role, one of four new Directors in the HR Centres of Excellence model, that will provide expert guidance in RainCity’s complex, multi-location environment. This is an outstanding opportunity for a skilled talent acquisition and management leader to make an impact at one of BC’s most important supportive housing providers. The Director should be aligned with RainCity’s mission, vision, and values, and its trauma-informed, harm reduction approach; they should bring the depth of recruitment and HR process experience required to build a centralized “talent acquisition machine”, to ensure RainCity’s many vacancies are filled in a timely manner. Furthermore, the Director should possess a strong knowledge of HRIS and the ability to leverage technology to automate manual systems.

Key Responsibilities

Leadership

• Oversee the hiring, training, mentorship, management, and development of the Talent Management
team within RainCity;
• Directs the Talent Acquisition team in sourcing qualified candidates through media, radio, internet, job
fairs, and other recruitment strategies to meet recruitment needs;
• Addresses departmental goals while facilitating employee development through regular team meetings,
individual employee meetings, coaching, training, and company-provided learning opportunities;
• Coordinates with HR Leadership, Program Leadership, and the RainCity Senior Leadership team to align
Talent Acquisition & Development strategies in support of program objectives;
• Fosters transparency and collaboration across the organization;
• Ensures the Talent Acquisition department has the capacity to achieve its goals and meets individual, HR
department, and organizational objectives;
• Manage the department's day-to-day operations; and
• Develop and implement strategies to promote a positive and inclusive work environment.

Talent Acquisition

• Develop, monitor, improve and manage the recruiting metrics and systems to ensure the positions are being posted, interviewed, and filled, legally and efficiently, while continuously improving the hiring process;
• Drive continuous improvement in the candidate experience in the hiring process, data analytics, and recruiter productivity;
• Proactively partner with internal hiring managers to ensure our internal staffing commitments are met and efficiently communicating changes or deviations from targets;
Stay up to date with recruiting trends, best practices and cutting-edge ideas around all facets of Talent Acquisition and incorporate new ideas into current recruiting plans;
• Monitor recruiting and employment legal trends and compliance updates to ensure that company practices are up to date and in compliance with local, provincial requirements;
• Develop, implement and improve the onboarding program and procedures continually assessing effectiveness to ensure that the onboarding process is efficient and effective;
• Manage, oversee and audit the recruiting process; and
• Provide strategic direction and coordinate on-site and off-site recruitment activities including job fairs, school and community presentations, and employment agency presentations.

Talent Engagement & Development

• Partner with leaders to ensure effective onboarding and career development, fostering high levels of employee engagement and retention;
• Collaborate with HRBP’s and Senior Leadership to define career paths that support diverse talent, strengthen retention, and build robust talent pipelines;
• Create strategies to support the company’s diversity, equity, and inclusion initiatives to foster a welcoming and equitable workplace for all employees;
• Implement and drive succession planning with a focus on mid-management;
• Partner with senior leadership to analyze organizational needs, recommend and implement training programs and evaluate their effectiveness;
Implement learning programs using various modalities such as workshops, online courses, seminars, and mentoring;
• Drive organization wide performance management program;
• Establish measurable goals and KPIs to track the effectiveness and impact of the L&D function;
• Leverage capabilities of HRIS/LMS, AI and other technologies to optimize program delivery; and
• Leads the company’s future Employee Survey Program, including Annual Engagement and Pulse surveys. Partners with leaders and HRBP’s to utilize employee feedback in setting priorities and designing improvement initiatives. Tracks and monitors analytics to measure impact of initiatives.

Fiscal Management

• Assist with conducting annual HR planning and budgeting within the appropriate guidelines of funding donors, and sponsors;
• Develop and implement a Talent Acquisition & Development budget;
• Develop and manage effective recruitment advertising and negotiate pricing with agencies to ensure cost-effective advertising that remains in alignment with the budget;
• Continually monitor and evaluate budget and report on any unforeseen variances; and
• Ensure that the internal audits are conducted with efficiency and effectiveness, while maintaining productivity and continuity within the department.

THE PERSON
The Director of Talent Management should be a proactive leader who is well experienced with the nuances of overseeing a recruitment and talent development department in a complex organization focused on service delivery. As a person, their commitment to social justice will assist them in serving as a trusted advisor who informs key initiatives and enables sound operational and high-level decision-making. Possessing an inclusive leadership style, they build engagement with staff by leveraging the considerable expertise and strength that exists across the organization. The Director should be decisive and possess sufficient business acumen to help RainCity realize ambitious projects, looking for ways to leverage technology to optimize talent management processes across the organization.

Professional and Personal Qualifications

• Bachelor’s degree in HR, IR, business, or related field;
• MBA or master’s degree in HR, IR, or other related field is an asset;
• 15+ years of HR experience, with 10+ years of talent acquisition experience;
• 4+ years of management experience instilling trust and credibility with your team while guiding, developing, coaching, and managing individual and team performance;
• Experience working in a non-profit organization preferred;
• Experience working with organizations that support marginalized people and communities is an asset;
• Experience implementing a wide range of creative and thoughtful talent operation strategies and programs in a fast-paced, challenging environment; and
• Experience managing multiple programs/departments needs and collaborating by working across various levels of the organization.

Critical Skills

• Excellent problem-solving, organizational, and time-management skills and the ability to maintain a team -focused attitude;
• Experience with succession planning /talent management, change management, organization/leadership development, and performance management;
• Strength in situational leadership, judgment, problem-solving, strategic thinking, and cultural competency;
• Knowledge of HR Management principles and best practices, including workforce planning, talent acquisition, performance management, and learning and development;
• Ability to make difficult decisions and deal with the pressures of leadership;
• Display excellent written, verbal, and communication skills (including analysis, interpretation, and reasoning), with an ability to listen actively and to communicate effectively throughout all levels of the organization;
• Knowledge of and ability to apply human resource management principles, including recruiting, hiring, training, orienting, coaching, and managing the performance of employees;
• Ability to be both strategic and execution focused;
• Demonstrated personal and professional commitment to and experience in advancing equity, diversity, inclusion, and belonging; • Strong ethical standards and a high level of integrity;
• Proactive, with a strong sense of urgency and the ability to manage multiple priorities; and 
• Ability and comfort working in multi-cultural and diverse environment.

Competencies and Personal Characteristics

Leadership – Achieves desired organizational results by encouraging and supporting the contribution of others; a proactive and positive team player who acts with a sense of urgency and leads by example; sets and communicates clear goals.

Accountable – Holds self and others accountable for responsibilities; focuses on results and measuring attainment of outcomes in a business focus.

Strategic – Develops a plan in support of organizational strategic direction. Demonstrates an understanding of the link between one’s job responsibilities and overall organizational goals.

Integrity and Honesty – Demonstrates a resolute commitment to and respect for the spirit behind the rules and core values of the organization, setting an example of professionalism and ethical propriety.

Influential and Collaborative – Has an open and consistent approach to working with others and possesses strong interpersonal skills, with the ability to build relationships and develop/maintain partnerships, obtaining stakeholder agreement.

Creativity and Innovation – Develops new insights into situations; questions conventional approaches; encourages new ideas; designs and implements new or cutting-edge programs/processes.

Effective Working Relationships – Treats colleagues, and stakeholders with respect; resolves conflicts in a timely manner, negotiates effectively, and provides effective feedback to colleagues/employees.

Communication – Clearly presents written and verbal information; writes with clarity and purpose; communicates effectively in both positive and negative circumstances; listens well.

People Development – Fosters learning and development of others through coaching, managing performance and mentoring; has a genuine desire to develop others and help them succeed; formally and informally recognizes deserving staff and colleagues.

People Focused – Anticipates and attends to the needs of internal and external partners of the organization; keeps resident and individual’s interests in the forefront.

COMPENSATION
A competitive compensation package will be provided including an attractive base salary and excellent benefits, including participation in the Municipal Pension Plan. The salary range is $125,000-$150,000; further details will be discussed in a personal interview.

FOR INFORMATION PLEASE CONTACT: 
If you're interested in this position, please send your resume and cover letter to  vancouver@leadersinternational.com 

Please submit both a cover letter and resume to apply, describing your suitability for this position. We thank all applicants in advance for their interest. As part of the application process, you may be asked a short set of questions to provide further information about your experience and availability. Please note, only applicants selected for an interview will be contacted.

Diversity
RainCity Housing serves a diverse group of people, and we need a staff group that reflects this diversity. People of diverse backgrounds and cultures are encouraged to apply.

As we work towards building a diverse staff team, we are particularly seeking applicants who identify as being Indigenous, Black, People of Colour, applicants with personal lived expertise, and 2SLGBTQ+ identified people.

Inclusion and creating a safer space
We are committed to making our organization a safer place for our staff, with steps taken to create space for learning and unlearning. RainCity’s department of Indigenous Cultural Services was created with the purpose to acknowledge the unique history and service needs of our Indigenous staff and tenants in respect to accessing culturally relevant and culturally sensitive care and support. RainCity’s Black Affinity Group was formed to provide support for Black staff by creating a safe space to support each other, network, debrief, and to heal from the impact of harm endured. Candidates are welcome to self-identifying in their cover letters as Black, First nations, Métis, or Inuit.

All of our employees are expected to develop and exhibit skills to contribute to safety in the workplace, including demonstrating anti-racism knowledge and skills to support racialized communities, including knowledge of Canada’s historical and on-going colonialism and its impact on Indigenous peoples, and commitment to learn and uphold the Truth & Reconciliation Commission’s 94 Calls to Action and BC's Declaration on the Rights of Indigenous Peoples Act. Employees are also expected to demonstrate anti-discrimination knowledge and skills to support equity seeking groups, including the 2SLGBTQA+ community, people who use drugs and alcohol, people living with mental health issues and sex workers.

Inclusivity and support for people with differing abilities
In our efforts to provide a barrier-free workplace, we invite you to let us know of any adjustments or accommodations that might be needed for you to participate in the interview or selection process by sending an email to hr.inbox@raincityhousing.org.

If you're having any difficulty creating an account or submitting your resume: Please email dfrecruitingsupport@raincityhousing.org for assistance.

Do you want to improve your chances of joining RainCity? Be sure to include a cover letter letting us know why the work that we do is important to you, and how your experiences make you a good fit for this role.

Do you need additional support with your application? Connect with our partners for assistance:

• ACCESS Futures provides free employment support for Indigenous people and can assist with career advising, resume and cover letter writing, and funding for training: https://www.accessfutures.com/employment-services
  
• PRISM Employment Support Service (ESS) provides free strengths-based, trauma-informed employment support program for 2SLGBTQIA+ people, including coaching sessions, workshops, personal counselling sessions, and financial assistance for transit, occupational training, clothing, and childcare: https://qmunity.ca/employment/
  
• WorkBC provides free employment services to all job seekers, providing with support in resume and cover letter writing, training, and financial support for childcare and transportation costs: https://www.workbc.ca/discover-employment-services/workbc-centres/employment-services
  
• MOSAIC provides free employment support for refugees, immigrants, and racialized women, with services in career readiness training, mentoring, and peer groups: https://mosaicbc.org/our-services/employment-services/

We are a Union

RainCity Housing is a unionized workplace. Along with the union, we support the principles of the Human Rights Code of BC. We promote a workplace that treats both staff and the people accessing services with dignity and respect.