3 jobs found

POSITION TITLE:         Vice President, People, Strategy & Growth REPORTS TO:                President & Chief Executive Officer LOCATION:                    Ottawa, Pembroke or Cornwall (with ability to travel to all Carefor sites) SALARY RANGE: $126,457.50-$197,613.00 Per Year TARGET HIRING RANGE: $126,457.50-$158,086.50 Carefor Health & Community Services is seeking an accomplished and visionary leader to join our Executive Team as Vice President, People, Strategy & Growth.  As one of Eastern Ontario’s largest healthcare providers with approximately 1,200 employees, Carefor offers a dynamic and complex environment where leadership truly matters. This pivotal role will shape the future of our organization by driving workforce excellence, advancing strategic growth initiatives, and stewarding enterprise governance. Reporting directly to the President & CEO, the Vice President will provide executive leadership across human resources, business development, marketing and communications, and risk management - ensuring alignment with Carefor’s mission, values, and long-term strategic priorities. Core Accountabilities Business Development, Partnerships & Growth The Vice President leads organizational growth initiatives that enhance sustainability, service expansion, and system integration. Key Accountabilities Identify, assess, and advance business development opportunities, including: New service lines Strategic partnerships and alliances Public-sector and private-sector collaborations Mergers, integrations, and affiliation opportunities as applicable Lead due diligence, business cases, and executive recommendations for growth initiatives. Collaborate with clinical, operational, and finance leaders to ensure growth strategies are viable, patient-centered, and aligned with funding models. Represent the organization externally with system partners, government stakeholders, and community organizations. Marketing, Fundraising, Communications & Strategy The Vice President provides strategic oversight of organizational positioning, reputation, and long-term planning. Key Accountabilities Lead the development, implementation, and monitoring of the corporate strategic plan, in partnership with the Executive Leadership Team and Board. Oversee marketing, brand, and communications strategies to strengthen organizational reputation and stakeholder engagement. Ensure consistent messaging across internal and external audiences, aligned with organizational values and system priorities. Advocacy and stakeholder engagement Align and advance fundraising strategy and execution per organizational priorities Use market intelligence, population health data, and system trends to inform strategic decision-making. Support board-level strategic planning, performance reporting, and governance requirements. Corporate Risk & Enterprise Governance The Vice President serves as an executive steward of enterprise risk management and organizational resilience. Key Accountabilities Lead the organization’s Enterprise Risk Management (ERM) framework, including identification, mitigation, monitoring, and reporting of strategic, operational, financial, human capital, and reputational risks. Ensure alignment between risk management, strategic planning, and continuous improvement priorities. Oversee corporate policy frameworks and ongoing policy development, internal controls, and compliance processes. Support regulatory compliance across all accountable domains. Provide regular risk reporting to the Executive Leadership Team and Board committees. Model values-based, inclusive, and transparent leadership. Foster a culture of accountability and innovation. Financial and Other Leads the development of the annual operating budget for the assigned portfolios and is accountable for financial results of their departments Provides input and expert judgment regarding expenditures and resources needed for the programs within their portfolio Regularly monitors expenditures and revenues against the budget and adjusts course as required to stay within budget targets Required to travel locally within Carefor’s service geography on a regular basis  Human Resources & Workforce Strategy The Vice President provides executive leadership for all aspects of human resources, ensuring a high-performing, values-driven, and sustainable workforce. Key Accountabilities Lead the development and execution of corporate people and workforce strategy aligned with organizational priorities and population health needs. Oversee HR functions including: Talent acquisition and retention Workforce planning and succession management Labor relations and collective bargaining Compensation, benefits, and total rewards Performance management and leadership development Occupational health, safety, wellness, and disability management Leadership competency framework Serve as the executive lead for labor relations strategy, including negotiations, grievance management, and union partnerships. Champion equity, diversity, inclusion, and belonging across the organization. Ensure compliance with all applicable employment legislation, accreditation standards, accessibility standards and healthcare regulatory requirements in Ontario. Advance modern HR practices including digital enablement, analytics, and evidence-informed decision-making. Education & Credentials A university degree in health, public policy and strategy, business, commerce, human resource management, or a related field. Master’s degree in Health Administration (MHA) or Masters in Business Administration (MBA) (or equivalent) LEAN Healthcare Certificate and/or Project Management certification (e.g., PMP) or equivalent demonstrated experience Experience and Qualifications Minimum 10 years of progressive senior leadership experience, with executive-level accountability Demonstrated experience in healthcare organizations within Ontario’s regulated environment Demonstrated success in driving enterprise-wide initiatives focused on enhancing organizational culture and continuous improvement Experience in strategy development, business growth, and system partnerships Strong exposure to corporate risk, governance, and board reporting Experience working in unionized healthcare environments is strongly preferred Fluency in both official languages is strong asset   WORKING CONDITIONS Regular office environment with some flexibility for remote work Travel to various Carefor locations will be required. This description has been designed to indicate the key responsibilities of the job and the nature of work performed by employees.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties and tasks required of employees assigned to this job. Carefor is committed to providing an inclusive, barrier-free recruitment and selection process. Please let us know in your application if you require accommodations at any stage of the recruitment process. All requests for accommodations will be considered in a fair and objective manner that will ensure applicants are treated with respect and dignity. To apply for this opportunity, please contact Don Breedon, Director of Human Resources, at:   dbreedon@carefor.ca All inquiries and applications will be held in strict confidence.

The Director of Workforce Management & HR Optimization is a strategic leader responsible for advancing enterprise-wide workforce planning, scheduling, analytics, and human capital optimization across a complex, heavily unionized, multi-site healthcare environment. The key accountabilities for his role in its initial stages will be to develop and lead the enterprise-wide project to implement workforce management, which includes building the organizational operating model, support schedule optimization and implementation of a digital scheduling and time and attendance platform. The Director will assemble and lead the project implementation team and ensure that key milestones are met while maintaining strong change management practices. The Director will support the organization to take a broad strategic view of digital enhancements for human capital management to help facilitate decision-making about implementation of complimentary functionality of the human capital management system with a view to system efficiency and value generation for the entity. Once established, the Director, Workforce Optimization will lead Central Staffing Services ensuring high quality support to departments that prioritizes service quality, safe staffing and efficient operations. The Director will lead the organization’s approach to strategic workforce planning and work in partnership with other leaders in the People and Culture portfolio to develop a Workforce Plan to deliver on the organizations current and future talent needs. The Director will support the continuous transformation of scheduling and human capital/workforce processes into technology-enabled, streamlined, and future-ready systems. This position collaborates closely with clinical operations, HR, finance, digital/IT, and labour relations to support organizational priorities, mitigate staffing risks, and strengthen overall workforce performance. RESPONSIBILITIES: Overall leadership for the workforce management project to implement the organization’s target operating model, scheduling policies and workflows, optimization of schedules and implementation of a digital scheduling platform including time and attendance. Chair the Workforce Management Steering Committee to ensure key collaboration and engagement across the organization as an oversight and advisory body contributing to quality project stewardship and implementation and change management. Provide leadership to an interdisciplinary project implementation team and oversee the development and execution of the enterprise-wide project plan and change management and education strategies. Oversee supports that will aid leaders with the review, redevelopment and implementation of quality schedules that align better to patient care needs and/or service demands. Through past experience, monitoring of current and past peer experiences and expertise gleaned from research and other contacts, act as the organizational expert on workforce management and scheduling providing strategic guidance and leading decision-making related to workforce management. Support the organization to implement improved scheduling models, including acuity-based staffing, workload measurement, and benchmarking across similar healthcare units or departments. Incorporate skill mix and models of care into these scheduling models. Lead the development of a suite of performance measures that will support Unity Health to monitor the performance of the scheduling function, support data-informed decision making about the utilization and deployment of human capital from a quality, safety and efficiency lens. Adopt and model a continuous improvement approach to provide strategic and operational leadership to identify, validate and drive scheduling transformation initiatives and support workforce optimization across the organization. Partner directly with leadership to develop and oversee short-, medium-, and long-term workforce plans that align staffing supply with patient demand, service volumes, and organizational strategy (e.g., growth, new models of care, academic mandates) Support the organization to apply a labour cost/value lens to its workforce management by ensuring that schedules manage and reduce controllable labour costs (overtime, agency, sick time backfill, premium pay) while being nimble and closely aligned to patient care demands while supporting quality, safety, and employee well-being. Lead the development and use of predictive analytics to forecast workload and staffing requirements based on drivers such as census, acuity, case mix, length of stay, seasonality, and service redesign. Provide strategic recommendations to senior leadership on staffing trends, workforce risks, and optimization opportunities. Develop and execute change management plans, communicate effectively with stakeholders, and provide guidance to ensure successful adoption of new processes and technologies. Provide enterprise leadership for central scheduling services across a multi-union, 24/7 hospital network environment, ensuring consistent, equitable, and safe staffing coverage in alignment with patient care needs and organizational priorities. Lead, coach, and develop a multidisciplinary team of workforce analysts, planners, and scheduling specialists in the provision of value-add services to clinical and support departments. Partner with Labour Relations, Human Resources, Nursing/Clinical Operations, Finance, and Medical Affairs to interpret agreements, resolve scheduling issues, and support grievance avoidance and resolution. Identify, assess, and mitigate staffing-related risks impacting patient safety, workforce sustainability, and labour relations, escalating issues appropriately within governance structures. Lead HR’s digital transformation strategy by leveraging technology to streamline processes, enhance the employee experience, and support data-driven decision-making. Identify, assess, and implement best-in-class HR technology solutions (e.g., HRIS, WFM, ATS) to strengthen operational efficiency and effectiveness throughout the employee lifecycle. Lead specific projects for the implementation of human capital digital modules/programs approved for implementation, including team leadership, project plan development/monitoring, change management, education and reporting of milestones. Streamline manual or legacy processes, ensuring system integration, automation, and user-friendly workflows that enhance manager and employee experience where these legacy processes need to interface or support new digital innovations in human capital management Provides leadership, focus and direction, identifying and recruiting resources, assigning clear accountabilities, overseeing staff and department evaluation, and ensuring continuous performance/quality improvement; QUALIFICATIONS: Bachelor’s degree in Human Resources, Business administration, Health Administration, Industrial Engineering, Operations Management, or related field, required. HR Analytics and Project Management certification, preferred. Certified Human Resources Leader designation, preferred. 2-5+ years’ experience in HR Analytics, Project Management, Change Management. 5-7+ years’ leadership experience. 8–10+ years of progressive experience in workforce planning, scheduling, HR operations, or workforce analytics, ideally within a healthcare environment. Demonstrated experience implementing HR technologies, scheduling systems, and digital workforce tools. Understanding of system integrations, automation, and change management within HR operations. Proven experience with scheduling, which may include acuity-based staffing, workload measurement tools, and healthcare staffing standards (an asset). Experience working in unionized healthcare environments with complex scheduling rules. Deep knowledge of healthcare staffing models, scheduling methodologies, and workforce optimization principles. Strong analytical and strategic planning skills. Ability to translate complex data into clear insights and actionable recommendations. Strong leadership, relationship-building, and change management capabilities. Unity Health Toronto is committed to creating an accessible and inclusive organization. We strive to provide a recruitment process that is barrier-free and in compliance with the Accessibility for Ontarians with Disabilities Act (AODA) and the Ontario Human Rights Code. We understand that you may require an accommodation at any stage of the recruitment process. When you are contacted, please inform the Talent Acquisition Specialist and we will work with you to meet your accommodation needs. We want to emphasize that all accommodation requests are handled with the utmost confidentiality, respecting your privacy and dignity. 

For over 100 years, Southlake Health has been dedicated to building healthy communities through innovative care. While many things have changed over the years, our unwavering pride in our people, place, and performance has stood the test of time. With a passionate team of 6,000 medical professionals, staff, volunteers, and students, we work together every day to deliver exceptional care close to home. We are here for everyone who walks through our doors, no matter where they are in their life journey. Our commitment extends beyond our walls, reaching every community we serve. Driven by our heartfelt dedication, we believe that everyone deserves the best care and the best experience. As we look to the future, our vision remains clear: to grow alongside our communities. This vision is anchored in our commitment to put people first—pushing boundaries and embracing the latest medical advancements while ensuring we meet individuals where they are in life. Every innovation, treatment technique, and interaction is centered on our desire to provide the leading-edge care that patients expect and deserve. With an annual operating budget of over $500 million, we care for one of Ontario’s most rapidly growing and aging populations and have developed an exciting plan for new facilities to serve our communities into the future. A member of the Southlake Community Ontario Health Team, we are working with our partners to deliver connected care to northern York Region and southern Simcoe County; and through our two advanced regional program, Cancer Care and Cardiac Care, serve a broader population across the northern GTA and into Simcoe-Muskoka. Southlake is embarking on a Finance transformation to modernize systems, improve processes, and position Finance as a strategic enabler across the organization. The Director of Finance will play a critical leadership role in designing and implementing this transformation championing best practices in financial management, driving operational efficiency, and building the capabilities needed to support Southlake’s future. This is an exciting opportunity to shape the future of Finance at Southlake and play a key role in enabling our mission of delivering exceptional care to our patients and community. Reporting to the Vice President, Finance and Chief Financial Officer, the Director, Finance contributes to the financial stewardship and operational efficiency of Southlake Health by producing timely financial and operational reporting that supports strategic planning and informed decision-making across the organization. Committed to driving meaningful impact within both the hospital and the broader provincial health system, the Director applies sound financial expertise to strengthen fiscal responsibility, and advance organizational performance. Through close collaboration with clinical and non-clinical leaders, the Director leads the finance team in delivering robust analysis that supports prudent planning and effective resource allocation. Responsibilities include oversight of general accounting, payroll, accounts receivable, accounts payable, treasury functions, case costing, and capital and financial planning. The Director is also accountable for coordinating the annual financial cycle, including budgets, audited financial statements, and mandatory reporting requirements, while upholding a comprehensive framework of internal controls and financial policies that ensure reporting integrity, mitigate risk, and promote transparency. With a minimum of five years of progressive financial leadership at the management level in a hospital setting, the successful individual exemplifies a service-centered approach grounded in trust and collaboration. The successful candidate will demonstrate a proven ability to lead, mentor, and inspire high-performing teams while fostering strong relationships across diverse stakeholder groups. The successful candidate will also demonstrate proven ability to lead teams through change and drive operational improvements. Exceptional analytical acumen, critical thinking and organizational capability, combined with the ability to influence, negotiate, and synthesize and communicate complex financial insights are essential. The preferred candidate will also possess the capacity to navigate complex relationships and drive performance within a highly regulated environment. A university degree in Business Administration or a recognized equivalent, along with a professional accounting designation (CPA or equivalent), is required. For additional information, or to apply for this outstanding opportunity, please submit your application and related materials to Jim Stonehouse, Partner or Pamela Colquhoun, Partner via Kathy Luu, Associate (kluu@boyden.com ). The salary for this position is $150,000 to $200,000. This is a current vacancy. At Southlake (www.southlake.ca ), we are committed to fostering an inclusive and accessible environment. We are dedicated to building a workforce that reflects the diversity of the community in which we live and serve, including those with disabilities. Southlake is committed to providing accommodations in all parts of the hiring process. If you require an accommodation, we will work with you to meet your needs. It is the responsibility of all Southlake employees to work in a safe manner and promote health and safety in the workplace.