At CN, everyday brings new and exciting challenges. You can expect an interesting environment where you're part of making sure our business is running optimally and safely-helping keep the economy on track. We provide the kind of paid training and opportunities that long-term careers are built on and we recognize hard workers who strive to make a difference. You will be able to thrive in our close-knit, safety-focused culture working together as ONE TEAM. The careers we offer are meaningful because the work we do matters. Join us!
Job Summary
The Director of Integrated Talent Management is responsible for leading the foundational talent components, including performance management, succession planning, talent review, and Diversity, Equity, and Inclusion (DEI) strategies to align talent strategies, programs, and initiatives with the overall Human Resources (HR) strategy and organizational goals. The role engages with Business HR to continuously gather inputs and refine talent strategies, while working closely with Centers of Expertise (CoEs) to align individual talent programs (e.g., learning interventions and leadership development initiatives) with the integrated talent strategy and programs (e.g., culture, total rewards elements).
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Main Responsibilities
Succession Planning
- Lead the design and implementation of a comprehensive talent review and succession planning framework to ensure alignment with organizational objectives and leadership needs
- Provide strategic insights and data-driven analysis on succession planning to senior leadership, the Executive Leadership Team (ELT), and the Board, facilitating informed decision-making on talent development and leadership continuity
- Lead talent calibration sessions for senior leadership (Grade 5 and above), ensuring consistent evaluation and alignment of top talent against future organizational requirements
- Oversee the comprehensive succession plans, identifying critical talent gaps, designing targeted mitigation strategies, and tracking readiness Key Performance Indicators (KPIs) to ensure leadership pipeline strength
- Partner with HR leadership teams to provide expert coaching and guidance on the effective roll-out of succession initiatives, ensuring alignment with organizational goals and leadership expectations
- Evolve the Success Profiles for key roles, ensuring the criteria remain dynamic, relevant, and reflective of evolving business needs
- Oversee the design and implement career paths for key roles within the organization, fostering long-term career growth and retention while aligning with organizational succession priorities
- Align with Business HR on workforce planning to proactively build a talent pipeline and design tailored workforce strategies
- Drive the design of tools and processes to support effective and efficient talent acquisition
- Be accountable for integrating talent acquisition strategies with succession planning to identify and prepare internal candidates for future leadership roles
- Maintain clear and proactive communication with leadership and stakeholders regarding the progress, impact, and needs of talent acquisition strategy
Performance and Talent Management
- Drive the analysis and optimization efforts to enhance the efficiency and effectiveness of talent management processes, ensuring that all talent management activities provide measurable benefits
- Guide the design of performance management strategy, tools, and processes to support effective performance management in order to enhance the skills of managers and supervisors in performance management
- Ensure that all talent management strategies and programs contribute to a positive and engaging employee experience
- Play a key role in CoE day to ensure integration of talent strategies across business lines and between HR functional groups
Diversity, Equity, and Inclusion (DEI) Strategy and Leadership
- Oversee the development of a comprehensive DEI strategy ensuring it is integrated into all aspects of talent management and organizational practices
- Ensure leadership buy-in for DEI priorities and provide guidance to Business HR on driving them
- Provide oversight and governance of Employee Resource Groups to ensure alignment with DEI strategy
- Lead the Inclusion Council, driving its agenda and initiatives, and advocate for policies and practices that support DEI
- Oversee the implementation of DEI initiatives and events
- Track and report on DEI progress to HR Leadership regularly
- Set the strategic direction and objectives of the DEI, Talent Acquisition Strategy, and Integrated Talent Management teams, aligning them with broader CN HR strategy and vision
Team
- Manage and mentor direct reports including day-to-day people management responsibilities, and ensure the team collaborates effectively and maintains superior performance and results
- Provide strategic guidance on addressing and resolving any issues or challenges that may impact the effectiveness of talent management efforts
- Lead the deployment strategies and timelines for talent solutions, programs, or policies designed by the CoE
- Be accountable for ensuring processes, tools, and knowledge articles are up to date
- Oversee and ensure the resolution of complex cases escalated from People Services
Working Conditions
The role has standard working conditions in an office environment with a regular workweek from Monday to Friday. Due to the nature of the role, the incumbent must be able to meet tight deadlines, handle pressure, and stress.
Requirements
Experience
Human Resources Talent Management
- Minimum 15 years of experience in Talent Management
- Proven track record of implementing integrated talent management solutions, driving cultural change
- Experience in metrics-driven environments and methods used to set Key Performance Indicators (KPIs)
- Demonstrated track record of building high-performing teams
- Experience partnering effectively with multiple stakeholders
Education/Certification/Designation
- Bachelor's Degree in Human Resources, Industrial Relations, Organizational Psychology, or equivalent
- Member of a Professional Order such as Certified Human Resources Professional (CHRP)
Any designation for these above would be considered as an asset
Competencies
- Knows the business and stays current on industry needs
- Demonstrates agility and drives change
- Collaborates with others and shares information
- Promotes diversity and equity
- Sets direction and inspires others
- Communicates with impact
- Demonstrates active listening
- Identifies needs and finds solutions to create value for all stakeholders
Technical Skills/Knowledge
- Advanced knowledge of Microsoft Office (Excel, PowerPoint, Word)
- Fluently bilingual, both written and verbal (English, French)
About CN
CN is a world-class transportation leader and trade-enabler. Essential to the economy, to the customers, and to the communities it serves, CN safely transports more than 300 million tons of natural resources, manufactured products, and finished goods throughout North America every year. As the only railroad connecting Canada's Eastern and Western coasts with the Southern tip of the U.S. through a 19,500 mile rail network, CN and its affiliates have been contributing to community prosperity and sustainable trade since 1919. CN is committed to programs supporting social responsibility and environmental stewardship. At CN, we work as ONE TEAM, focused on safety, sustainability and our customers, providing operational and supply chain excellence to deliver results.