The Manager of Training and Development, in collaboration with managers, is responsible for developing and implementing a government-wide training and development strategy that facilitates and drives individual development and capacity building in line with the organization’s requirements.
- Serve as central point of contact for training and development related enquiries.
- Advise managers and/or employees regarding training and development needs, guide them to what is relevant to ensure the right learners engage with the right activities, e.g., basic training (for employees hired without the usually prescribed entry requirements), updating and advanced training, development training, individual on-the-job training, and statutory licensing/certification training.
- Adopt a coaching approach with managers to help build skills with the training and development policy, processes, procedures, and tools.
- In collaboration with the concerned managers, support the development of the government’s annual human resources training and development plan.
- Conceptualizing innovative and flexible methods to address the developmental and capacity building needs, including identification of external training programs, the design and delivery of in-house training sessions, enrollment in online learning programs, mentoring, self-learning, and other methods as appropriate.
- Stay informed as to relevant skills and qualifications levels required by staff for effective performance and circulate relevant information to the managers as appropriate.
- Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training plans, in collaboration with the Manager of Employee Relations.
- Be aware of the distribution and use of the organization’s training and development funds and budgets.
- Oversee specific training and development budgets and negotiate contracts.
- Lead and/or collaborate in the design of a long-term recruitment and promotion (outreach) policy and/or program for Cree Succession staffing and contribute to its implementation, in collaboration with human resources managers. This may entail activities such as:
Promote the organization and create awareness in terms of careers and as a place to work.
Place ongoing advertisements in the Cree media and social media.
Provide recommendations for recruitment strategies for various sectors/professions.
Lead or collaborate in succession planning and implementation.
- Plan or direct induction programs, in collaboration with other human resources managers.
- Promote an open knowledge-sharing environment that builds knowledge, skills, and service for the benefit of the organization.
- Lead or assist in the review and development of human resources related policies, procedures, and tools (forms and templates), as required.
- Monitor, evaluate and review the effectiveness of training and development programs and activities and report on outcomes to ensure the accuracy and relevance of the program and measurement of return on investment.
- Ensure, in collaboration with managers, that any documents pertaining to completed training programs are filed in their respective employee file (personnel filing system).
- Liaise, maintain, and build relationships with vendors who provide training materials and services including educational institutions.
- Develop and maintain an inventory of trainers, training resources, and information on post-secondary programs.
- Collate and disseminate to targeted audiences, information on training opportunities to suit the identified training needs of the employees.
- Maintain potential sources of external funding in respect of employee training and development and support external funding applications as appropriate.
- Act as the human resources representative on any committees, forums and focus groups.
- Generate statistics and reports on training and development activities as and when required.
- Maintain comprehensive training records, both manual and digital, to produce relevant Key Performing Indicators and reports.
- Prepare reports as required and participate in drafting the human resources annual report.
- Support managers in planning their departmental/functional training budgets and forecast related costs/expenditures.
- Supervise and lead direct reports.
- Assist with development of team objectives, as well as individual objectives for direct reports by ensuring that performance is aligned with those objectives. Ensure that supervisors within team are establishing objectives that are in alignment with departmental objectives, in collaboration with the Department Director.
- Identify training needs, recommend solutions, and support training and development.
- Conduct periodic performance evaluations for direct reports and assist supervisors through formal performance evaluations and regular one-on-one meetings.
- Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.
- Maintain up-to-date knowledge and skills in area(s) of responsibility.
- Perform other duties as required.
- Bachelor’s degree in Human Resources, Organizational Development, or related field.
- CHRP (Certified Human Resources Professional) or CIRC (Certified Industrial Relations Counsellor) designation is an asset.
- Three to five years of relevant work experience.
- Experience in developing and evaluating training programs.
- Fluency in English.
- Fluency in verbal Cree is an asset.
- Fluency in French is an asset.
Knowledge and Abilities:
- Knowledge of Quebec Bill 90, the “Act to Foster the Development of Manpower Training”.
- Proven success in maintaining strong communication, including the ability to facilitate effectively.
- Proven ability to be discreet and maintain confidentiality.
- High attention to detail and accuracy.
- Strong organizational skills and the ability to manage multiple projects.
- Proven ability to problem-solve, to think strategically, and to take initiative.
- Demonstrated ability to work under pressure and to adapt to a changing environment.
- Proficiency in Microsoft Office products.
Typical office setting where there are no unusual physical demands.
Willingness to travel occasionally.
The Cree Nation Government may, at its discretion, waive any or all of the aforementioned requirements if a suitable candidate who is a JBNQA beneficiary accepts to follow a training plan determined by the Cree Nation Government as a condition of employment.
Pay Type: Salary
Min. Hiring Rate: $69,124.00
Max. Hiring Rate: $92,281.00
Job Start Date: Monday, January 23, 2023
To apply, click HERE and sign-in or create an account.