Senior Business Partner – Talent Management

Our employees are at the heart of everything we do. Together, we help people, businesses, and society prosper in good times and be resilient in bad times.

Our employee promise represents Intact’s commitment to you in exchange for living our Values, striving to do your best work, being open to change and investing in your career. In return, we promise to provide support, opportunities and performance-led financial rewards at a workplace where you can shape the future, win as a team and grow with us.

About the role

Here’s where you enter the story.
 

Are you passionate about Talent Management, development and creating a positive impact on the business and the employee experience? We have a great opportunity for you!
 

We are looking for Talent Management Specialist(s) in each HR BU team who will play a key role in partnering with key stakeholders in supporting the development and delivery of Talent Management programs and initiatives for their business that are aligned to our IFC people strategy – building a world-class talent management organization.
 

This is a permanent, full time position reporting to the Director, Human Resources within the Direct Distribution Business Unit. While you will be reporting to the HR B.U team, your 2024-2025 KJAs will include talent management accountabilities that you will be assessed on by your leader and the Director of Talent Management and Employee Experience.
 

With your HR experience and collaborative style, you will help advance enterprise talent management priorities as well as specific talent priorities within each of our business areas. You will also contribute to key employee experience initiatives at Intact.
 

Here’s how you will make a difference:
 

Ensure an integrated approach to talent where TalEx, L&D, TA, Global HR and HR BUs are aligned and contributing to an optimal and measurable talent strategy and experience.
 

Act as a strategic partner, providing guidance, support and coaching up to the SVP level on Talent matters. Support your BU HRC & Leaders in developing a talent mindset by driving quality actions to:
 

Build BU HR and Leader Capability in Talent Management​

• Act as annual talent cycle lead / champion for your BU with the goal of building capability and driving consistency and best practices in talent management across your BU.
• Ensure the occurrence of regular / quarterly talent reviews and succession discussions within your BU; act as the Lead on relevant BU Talent Councils.
• Take a data driven approach to talent by analyzing BU-specific talent data to identify strengths and gaps. Participate in developing Talent Health Checks and reviewing results and recommendations with HR VPs, relevant HRCs and BU leaders.
• Lead BU-specific and/or large-scale talent projects and initiatives.
• Develop innovative solutions, build and facilitate strategic workshops & training sessions to meet business needs.
• Coach, mentor and support the growth of HR colleagues on talent area of expertise.
• Contribute to the strategy and design thinking approach for Talent Management; assist in integrating DEI strategies into Talent Management.
• Share best practices with TalEx and other Talent Specialists to continuously improve talent strategy and execution.​
• Collaborate with TalEx to develop success measures for talent initiatives.
• May act as annual cycle lead for other HR Cycles as required (e.g. Performance Management, etc.)
   

Strengthen Talent Identification​

• Ensure HRCs are well-equipped to advise and support leaders in identifying a diverse set of people with the right skills and capabilities to lead the business.
• Safeguard rigor in talent identification by reinforcing Leadership Success Factors as part of the ‘how’ we define potential.
• Measure and increase as needed strength and diversity in the talent pipeline.​
• Work with HRCs and other Talent Specialists to get to know the relevant talent inside and outside of your BU and to drive cross functional movement of talent​.
• Work with TalEx / HRCs to identify ‘future-proof’ skills needed for the business to thrive.
• Act as a SME on Assessment Tools (administer assessments, ensure they are actively used to support employee development, track aggregate BU trends).
• Maintain a clear and detailed knowledge of the industry trends & best practices to attract & retain valuable employees. 
   

Ensure Robust Succession Planning​

• Assess succession plans and identify weak plans.  Support HRCs to work with leaders to build action plans to close any gaps / increase the strength and diversity of the plans. Measure and report on progress to HR VPs and TalEx.​
• Work with HRC teams to keep VP+ succession plans up to date as talent movements take place, org changes occur, etc.
• Work with TalEx and HR BU teams on initiatives to enhance our succession planning processes, including succession planning for critical roles and/or deeper into the pipeline.​
   

Develop and Ensure Visibility and Movement of Top Talent

• Ensure quality development and visibility plans are in place for Top Talent and their development is progressing.  Work with HRCs to:
  • Support their leaders to create strong development plans and drive development progress of their Top Talent. Ensure updates are documented in the Talent Database and Top Talent are documenting aligned development actions in Contact People.
  • Identify Directors needing a move / that are potential fits for open roles.​
  • Expand development efforts further down in the pipeline.​
• Support Director-level recruitment process and creation of candidate lists for Director / VP vacancies leveraging succession plans, Top talent lists, talent needing a move, etc.  Ensure proper feedback loop with relevant HRCs throughout the process.
• Work with HRCs to recommend / confirm nominations for Leadership Programs and internal /external events, e.g. SLA, Aspiring Leader, A-Effect, RISE, Catalyst, Intact Town Halls, etc.​
• Work with HRCs to identify trends and themes for broader development needs within the BU and communicate these to L&D and TalEx COE.
• Lead and facilitate relevant development / career rotation programs for your BU.

Here’s what you offer us.

• Experience in either talent management or an HR generalist role supporting the business with a passion for talent management and employee development.
• Strong coaching and mentoring skills
• Strong ability to influence.
• Excellent strategic thinker with a global vision and mindset.
• Strong critical thinking skills to challenge assumptions and the status quo. 
• High tolerance for working with ambiguity.
• Strong organizational knowledge and business acumen.
• Excellent relationship management and collaboration skills.
• Curious, with a focus on continuous improvement and continuous learning.
• Resourceful (able to research / find / leverage available information) and innovative.
• Good agility and ability to adapt to changing priorities.
• Strong demonstration of IFC’s Leadership Success Factors.
• For candidates located in Quebec, bilingualism is required considering the necessity to interact on a regular basis with English-speaking colleagues across the country.

What we offer
 

Our hybrid work model provides the balance between working from home and enjoying meaningful in-person interactions.

Working here means you'll be empowered to be and do your best every day. Here is some of what you can expect as a permanent member of our team:

• A financial rewards program that recognizes your success

• An industry leading Employee Share Purchase Plan; we match 50% of net shares purchased

• An extensive flex pension and benefits package, with access to virtual healthcare

• Flexible work arrangements

• Possibility to purchase up to 5 extra days off per year

• An annual wellness account that promotes an active and healthy lifestyle

• Access to tools and resources to support physical and mental health, embracing change and connecting with colleagues

• A dynamic workplace learning ecosystem complete with learning journeys, interactive online content, and inspiring programs

• Inclusive employee-led networks to educate, inspire, amplify voices, build relationships and provide development opportunities

• Inspiring leaders and colleagues who will lift you up and help you grow

• A Community Impact program, because what you care about is a part of what makes you different. And how you contribute to your community should be just as unique.

We are an equal opportunity employer

At Intact, our Value of respect is founded on seeing diversity as a strength. We strive to create an accessible workplace where employees feel valued, included and encouraged to share their unique perspectives.

We encourage applications from individuals who are members of equity-deserving groups, including but not limited to women, Indigenous peoples, persons with disabilities, Black people, and members of the 2SLGBTQI+ community.

As part of Intact’s commitment to reconciliation, we acknowledge that we work, meet and travel across the land currently called Canada, originally inhabited by First Nations, Metis and Inuit people. This history extends through many centuries and continues to evolve today.

We have policies to ensure equal access and participation for people with disabilities, including providing workplace adjustments (accommodations). A copy of applicable policies is available on request.

If we can provide a specific adjustment to make the recruitment process more accessible for you, please let us know when we reach out about a job opportunity. We’ll work with you to meet your needs.

Learn more about our recruitment process and your candidate journey here.

If you are an employee of Intact or belairdirect, please apply for this role on Internal Career Site.