Talent & Organizational Development Manager - Mississauga, Canada - Lafarge Canada Inc

Lafarge Canada Inc

Verified Company

Mississauga, Canada

2 weeks ago

Posted by:

Sophia Lee

beBee Recruiter

Description

Why work for Lafarge?:
As the global leader in innovative and sustainable building materials, we're committed to shaping a

greener,

smarter and

healthier world. At Lafarge Canada Inc.,

safety comes first,

collaboration matters and

diversity is celebrated with people who share our desire to continually

make our materials better.
Do you have the drive, the skills, and the passion to join us?

La version française de cette offre d'emploi est disponible: _
Version française cliquez ici_

Overview:

The Talent & Organizational Development Manager is a change agent playing a key role in the deployment of the learning and development program along with the employee value proposition and the transformation of the employee experience.

This role will develop the OD function to implement programs and processes, which will drive the business forward, such as the Diversity, Inclusion & Belonging roadmap, the employee engagement & retention initiatives, the talent management cycle along with the organization culture agenda.

The incumbent is responsible for the learning, development, engagement and retention activities along with advancing the Diversity, Inclusion & Belonging journey throughout Eastern Canada.

It is the incumbent's responsibility to promote, develop and implement strategic and innovative programs in order to retain and develop high quality employees to meet current and future business needs.

Responsibilities:

Health & Safety:

Serve as a role model in the areas of safety leadership and demonstrate a commitment to a safe work environment.
Incorporate the H&S strategies into HR programs to ensure consistent communication of our health & safety ambitions to all employees.

Talent Management:

Drive the talent development programs, including the Talent Review and Succession planning and performance management cycle in order to grow a diverse talent pipeline in line with the ECAN strategy.
Partner with the business and functions to identify high performing/potential employees and prepare for more significant responsibilities through career interviews and development plans, as well as drive succession planning activities for critical roles.
Contribute to design people development solutions to meet business strategy.

Learning and Development:

Build the learning and development strategy, ensuring training needs of the business are evaluated and appropriate development methods are selected based on relevant best practices and external trends.
Act as a change agent by embedding a data driven approach to learning to influence the desired culture, behaviors and skills.
Lead all aspects of the training lifecycle, budget and resource management, reporting and vendor management.

Development Programs:

Create and implement development paths for student hires, interns and members of the Lafarge Leadership Development Program (LLDP) to ensure consistent and continuous growth and learning aligned with our talent acquisition strategy.
Build programs to strengthen the leadership pipeline and lead facilitation of the LLDP program when required.
In concert with the Director of Talent Acquisition & Management, collaborate and liaise with global Learning & Talent Development colleagues to share learning programs and leverage best practices and implement a consistent set of talent management tools that enable the business and support a robust talent pipeline.

Employee Value Proposition, Engagement & Retention:

Support the evolution of the ECAN Employee Value Proposition and create relevant employee branding tools in partnership with Internal Communications.
Manage the employee survey process and implement employee engagement initiatives in line with the engagement strategy.
Develop and implement onboarding and orientation practices that welcome, excite and educate new employees.

Performance Management & Talent Pipeline:

Ensure an effective annual performance management process, supporting managers and employees with the performance management campaign, individual development plans and objective setting tools throughout the year.
Develops relevant tools, metrics and guidance for the organization on Talent Management.

Diversity, Inclusion & Belonging:

Plan and manage the delivery of the Diversity, Inclusion and Belonging (DIB) program, projects and events aligned with local and global strategy.
Identify, and engage with external organizations to further DIB initiatives in partnership with Local Employee Resources Groups (WILL, IDEAL, etc).
Develop relevant tools on DIB metrics in line with Group HR dashboard.

Metrics & Analytics:

Define, track and manage reporting with all aspects of Learning and Development (churn rate, elearning adoption rate).
Monitors data and provides recommendations by staying abreast of external trends, attrition rates, turnover, demographics, etc.

HR Strategy: