Background in healthcare with obstetrical and perinatal clinical experience required Prior consulting experience is preferred Bilingual (English / French) is an asset Full-time, remote position with periodic travel required Position Title    Senior Client Executive Reports To         Vice President, Professional Services    OVERVIEW The Senior Client Executive plays a pivotal role in advancing Salus Global’s vision to fuel the best team-based high-risk care in Canada. The Senior Client Executive leads the successful planning and implementation of client-based initiatives to strengthen safety culture and improve quality outcomes within complex, multi-site health systems. This role is accountable to understand the structure, issues and challenges, complexities and interdependencies within their assigned portfolio and develop a plan to address prioritized needs. The Senior Client Executive builds and leverages relationships at the site, regional and provincial levels (including senior leadership, unit leadership, and patient-facing healthcare professionals). The Senior Client Executive excels at assessing readiness, and, applying strong business acumen and using a strategic planning approach, paces and sequences safety and quality initiatives to drive adoption and achieve desired outcomes at each site, aligned with regional and provincial priorities. The Senior Client Executive may work independently on some client engagements, and with one or more Client Executives on others, depending on the scope of the engagement, client segmentation, and assessed needs (e.g., provincial contract). The Senior Client Executive is accountable to ensure the health of the engagement and oversees the entire client partnership including setting and tracking success measures to achieve client goals, identifying and mitigating risks, reporting outcomes, and managing to contract terms. For engagements where one or more Client Executive(s) are assigned, the Senior Client Executive leads and supports the successful development and execution of the safety and quality initiatives in accordance with the standards set by Salus Global.   RESPONSIBILITIES Within assigned portfolio (multi-site systems, regional and/or provincial, complex single sites), strategically assess overall readiness, plan and sequence effective quality and safety initiatives that align with client outcome objectives and regional and/or provincial priorities, as applicable. Orchestrate multi-site roadmaps where necessary to address system-level dependencies, ensuring alignment with system/provincial priorities Assess overall readiness for change and identify the client’s outcome objectives. Serve as a trusted advisor. Adapt adoption plans based on assessed readiness and with consideration to the unique work environments within each site Design scalable solutions, balancing local vs. system-level priorities Build and maintain relationships across all levels and disciplines in assigned client portfolio - both horizontally (cross-functional) and vertically (patient-facing to executives); understand the unique pressures and challenges facing each assigned site and the organization as a whole. Understand the organization’s strategic plan, organizational priorities, and competing priorities. Anticipate needs and navigate political complexity with diplomacy. Identify, prioritize, design and implement quality and safety initiatives aligned with client needs and goals, and in accordance with the terms of the client engagement (client contract). Translate initial scoping work conducted in partnership with Partner Development and apply ongoing assessment of the client environment into client-specific goals and improvement plans. Review and adjust as needed to reflect emerging factors and changes to underlying needs, with consideration to overall readiness and team culture. Leverage comprehensive working knowledge of the moreOB Program – including our digital Learning Management System, tools and materials, processes and procedures - to create and deliver consistent, efficient and effective improvement plans. Manage the pace, dependencies, and risks to support client success. Escalate risks and opportunities for improvement with suggested strategies to the Vice President, Professional Services. Develop, deliver and manage communication, engagement, adoption and resistance management plans. Onboard new clients or new leaders/core team members of existing clients through onboarding and expectations presentations/meetings. Working closely with Quality Programs and Performance and Partner Development colleagues: Identify, track and report success metrics (including leading and lagging indicators), risks, and status; identify gaps early and establish mitigation strategies with clear options and impacts. Gather and analyze outcome measures to demonstrate client impact; gather client success stories to augment Salus’ inventory of results in support of proof of impact. Turn metrics into action, validate outcomes and adjust focus and priorities using data-driven analysis. Conduct annual partnership review and support quarterly rounding sessions by tracking and reporting outcomes, capturing progress and challenges, and presenting results in accordance with established practices. Working closely with the Vice President, Partner Development, actively seek opportunities to expand the value Salus Global offers within assigned portfolio; contribute to proposals and expansion opportunities. Actively participate in training and development activities, including in-house training sessions and formal and informal coaching opportunities and remain accountable to implementing expected behaviours, policies, processes, and procedures. Provide market intelligence to VP Quality Programs and Performance, VP Professional Services and VP Partner Development for the evolution of Salus Global offerings. Working with the Director, Engagement Health and Contract Performance: Track key engagement metrics and provide status of health of engagement, including escalating risks with mitigation strategies and proposing service recovery plans, as appropriate. Pro-actively plan, prioritize and manage combined time over the duration of the client engagement, budgeting for and integrating your time incurred with the assigned Client Executive(s), as applicable, to ensure the development and delivery of safety and quality initiatives meet contract terms (or approved alternate time allocation as agreed with VP, Professional Services) and achieve desired outcomes to the satisfaction of the client. Serve as assigned Delivery Subject Matter Expert, providing input in key organizational initiatives. Partner with VP Partner Development and Director, Engagement Health & Contract Performance in the development of a contract renewal strategy based on current understanding of the client account. Responsible for keeping client account relationships and contacts updated in Salesforce, keeping current meeting outcomes, activities, progress updated in Delivery Team client-specific SharePoint folder, and Task Management platform. Responsible for recording time in Salesforce on a weekly basis. Brings an area of specialty / focus that adds subject matter expertise, seen an internal expert for team to access as needed. Share knowledge and experience, support colleagues as appropriate (e.g., provide feedback, shadowing opportunities, co-facilitation) and model receptivity to feedback and learning opportunities. Readily share knowledge and experience, assist the broader team in problem-solving and identifying solutions for client teams that are struggling. Model Salus Global’s core values in all interactions – whether with clients, colleagues or external parties. KNOWLEDGE AND EXPERIENCE Master’s degree (or equivalent) in Nursing, healthcare, business or related field. Clinical and managerial experience within Ontario-based hospital settings with obstetrical and perinatal experience. 10+ years of progressive experience in complex organizations or multi-faceted team environments Proven success leading interprofessional, multi-facility change initiatives / implementations including senior leadership and complex cultures is an asset. Experience would include advanced facilitation / presentations and communication. Participation in provincial or regional initiatives / committees is an asset. Consulting or healthcare advisory experience is an asset. Simulation experience is an asset. Certifications as an instructor for programs such as Fetal Health Surveillance, Neonatal Resuscitation Program, and Acute Care of at-Risk Newborns (ACoRN) is a strong asset. Strong data/trend analysis and systems thinking; regional reporting and contract accountability experience. Familiarity with BORN or other provincial data sets is an asset. Bilingual (English/French) is an asset. CORE COMPETENCIES Systems thinking and portfolio leadership across regions/sites. Strategic execution and readiness; mastery of pace, sequencing, and adoption. Strong business acumen Proven ability to cultivate trusted relationships across multiple levels and applicable disciplines. Proven success leading change including culture, behavioural, process, quality across interprofessional leadership and clinical teams. Experience developing and implementing safety and quality initiatives, with accountability to delivering agreed upon outcomes. Data-driven decision making; experience designing, analyzing & actioning measures of success. Value story creation and partner development to grow client impact. Superior communication, presentation and facilitation skills. Problem solving, learning agility. TRAVEL/WORK CONDITIONS Remote role with up to 20-30% anticipated travel; occasional evenings to support client availability.  If you are interested in being considered for this position, please submit your resume and cover letter to the attention of Human Resources at careers@salusglobal.com by October 21, 2026. Kindly indicate “Senior Client Executive” in the subject line.  Salus Global welcomes and encourages applications from people with disabilities. Accommodation is available on request for candidates taking part in all aspects of the selection process. Thank you for your interest in joining Salus Global. Applicants selected for an interview will be contacted directly.

Chief Regional Officer, Toronto and East Regions Ontario Health is implementing one of the most significant health system transformations in Canada. Created in 2019 to connect and coordinate care across the province, the agency unites world-class expertise in clinical care, digital health, quality, and system planning. Guided by its values of Integrity, Inspiration, Tenacity, Humility, and Care, Ontario Health works with partners across hospitals, community services, mental health, home care, and more to deliver better health outcomes and experiences for every Ontarian. The Position Reporting to the President and Chief Executive Officer, the Chief Regional Officer (CRO) for the Toronto and East Regions leads one of Ontario Health’s most complex and diverse portfolios. This region spans major urban academic centres and regional hospitals to small rural providers, as well as a diverse network of community-based services. The CRO is a visible and trusted system leader, accountable for translating provincial priorities into action, advancing regional integration, and ensuring consistent, high-quality, and measurable results across a challenging and dynamic environment. Internally, the CRO will work closely with Ontario Health’s senior leadership team to align people, resources, and strategy, building team cohesion, strengthening operational capacity, and fostering a culture of collaboration and high performance. Externally, the CRO will represent Ontario Health with health service providers, Ministry officials, community leaders, and political stakeholders, cultivating trust-based relationships and navigating complex issues with clarity and integrity. The CRO will provide credible, solution-focused leadership to help providers navigate workforce shortages, financial pressures, and infrastructure challenges while maintaining alignment with provincial standards. They will strengthen integration and planning across sectors, using data, relationships, and funding levers to improve access, continuity, and efficiency of care. Accountable for delivering on provincial performance targets that directly affect patient care and system sustainability, the CRO will monitor progress, act on emerging issues, and ensure measurable results. In a politically complex environment, they will build strong, respectful relationships with a wide range of stakeholders, addressing sensitive matters with diplomacy and transparency. At the same time, they will lead long-term system transformation, ensuring that immediate operational successes lay the foundation for a forward-looking vision of regional health system improvement. This is an exceptional opportunity to shape system performance and integration in a region that reflects the full diversity of Ontario’s health landscape. The incoming CRO will guide the regions through ongoing operational pressures, while keeping a clear focus on long-term transformation and equity. The Person The ideal candidate is an accomplished health system leader with senior-level experience in health care service delivery, operational and financial administration, performance management, and/or data analytics. Adept at navigating complex, multi-stakeholder environments, they bring strong political acumen and a proven ability to work effectively with government, service providers, boards, and community stakeholders. They possess deep knowledge of Ontario’s health sector, including funding models, policy directions, and transformation priorities, and are skilled at turning strategic vision into measurable results. A collaborative and values-driven leader, they build trust, foster alignment, and inspire teams toward shared goals. Resilient and grounded, they demonstrate sound judgment, thrive in complexity, and remain focused on improving care and equity for the people and communities of Ontario. To confidentially explore this opportunity, please email your resume, quoting the appropriate position title, to Judy Mandelman or Heather Spiegel, at resumes@promeus.ca . Ontario Health encourages applications from candidates who are First Nations, Métis, Inuit, and urban Indigenous; Francophone; members of Black and racialized groups; 2SLGBTQIA+ communities; trans and nonbinary individuals; and people living with disabilities. Ontario Health is an accessible employer, and offers accommodation in all aspects of employment, including the recruitment process.

Land acknowledgement: Oak Valley Health is honoured to provide care on the traditional and treaty territory of the Anishinaabeg, and acknowledge our closest Indigenous communities, the Chippewas of Georgina Island and the Mississaugas of Scugog Island. The land is encompassed within Treaty 13, Treaty 20, and the Williams Treaty. Today, this area is home to many diverse Indigenous Peoples, and we acknowledge the health disparities and barriers Indigenous Peoples face in accessing care. To support true healing, we are committed to understanding these challenges, learning from Indigenous knowledge, and taking action together to improve safe and equitable health care for current and future generations. Who you are: A healthcare leader who embodies our core values of Respect, Trust, Commitment, Compassion, and Courage. A patient-centered leader committed to delivering the highest standards of care to every patient, every day A collaborative team player with outstanding communication, critical thinking, and prioritization skills. Passionate about innovation, operational excellence, and making a positive impact on patients, families, and team members. What We Need: Oak Valley Health is looking for an experienced operational leader to serve as Director, People Development and Wellbeing. Reporting to the Vice President, People and CHRO, this role is accountable for the planning, delivery and continuous improvement of Organizational Development, Learning and Leadership Development, Employee Experience, Occupational Health & Safety, Workplace Wellbeing, and Equity, Diversity, Inclusion and Belonging (EDIB). The Director translates OVH's People Plan 2026–2029 into annual work plans, dependable services and measurable improvements, particularly in Well-being and Belonging and Leadership and Growth. Working through managers and professional teams, the Director establishes priorities, service standards and clear accountabilities; manages budgets and resources; and resolves operational issues across the portfolio. The successful candidate brings practical experience implementing and sustaining programs that improve employee and leader capability, performance, engagement, health and safety. This role requires sound judgment, active team leadership and the ability to balance daily service needs with planned improvements that support exceptional care and an extraordinary patient and employee experience. Key Responsibilities: Portfolio Operations and Team Leadership Lead day-to-day portfolio operations through managers and professional teams, ensuring responsive, consistent and coordinated services across OVH sites. Translate approved People Plan priorities into annual operating plans with clear deliverables, owners, timelines and measures; monitor progress and address barriers to delivery. Manage portfolio budgets, staffing, workload and external service providers; align resources to priorities and deliver within approved funding. Coach and develop direct reports, set performance expectations, address performance concerns and build team capacity and succession coverage. Maintain a portfolio scorecard covering service delivery, program outcomes and risks; use results and employee and leader feedback to improve services. Talent Development Learning and Performance Management Lead the design, delivery and evaluation of leadership development, employee learning, talent development and succession planning programs aligned with operational needs. Identify capability gaps with leaders and subject matter experts; translate needs assessments into practical development plans and accessible learning opportunities. Implement and maintain the performance and development review cycle, including goal setting, feedback, development planning, manager tools and training; monitor completion and quality in partnership with HR Business Partners. Oversee learning schedules, content quality and program delivery; facilitate sessions and coach leaders when needed, and assess whether learning improves workplace practice. Ensure effective use of the learning management system, including Workday LMS, for enrolment, learning records, completion reporting and evaluation; coordinate system improvements with HR Operations and Digital/IT. Employee Experience Culture and Equity Diversity Inclusion & Belonging Coordinate employee engagement and People Pulse surveys, communicate findings and support leaders to implement and track meaningful action plans. Deliver onboarding, recognition, team effectiveness and organizational development programs that respond to identified needs and support retention, psychological safety and OVH values. Implement approved EDIB priorities through inclusive learning, leadership practices and employee programs; identify barriers and track actions and outcomes with relevant partners. Support leaders with facilitation, coaching and practical change management tools to implement new practices and strengthen team effectiveness and accountability. Occupational Health Safety and Workplace Wellbeing Lead Occupational Health & Safety and workplace wellbeing services through qualified professionals, ensuring timely service, appropriate clinical oversight and protection of confidential employee health information. Oversee employee health programs, disability and WSIB case management, attendance support, accommodation and safe return to work; coordinate complex matters with HR Business Partners, Labour Relations and operational leaders. Ensure effective workplace safety processes, including hazard identification, incident review, workplace violence prevention, corrective action follow-up and support for Joint Health and Safety Committees. Maintain portfolio policies, reporting and audit readiness to support applicable legislative, regulatory and accreditation requirements; address identified gaps and escalate unresolved risks. Use injury, absence, disability and wellbeing trends to target prevention and early intervention, evaluate program effectiveness and recommend improvements with operational partners. What you bring to the role: Master’s degree in Human Resources, Organizational Development, Business Administration, Health Administration, Industrial/Organizational Psychology or a related discipline, or an equivalent combination of education and directly relevant experience. CHRL or an equivalent professional designation is preferred. Relevant learning and development, coaching, occupational health and safety, or change management certification is an asset. 8 to 10 years of progressive experience in People & Culture, organizational development, talent management or related operational services, preferably in a complex healthcare environment. At least 5 years of formal leadership experience, including accountability for multidisciplinary teams, budgets, service delivery and implementation of organization-wide programs. Demonstrated direct experience designing, implementing and evaluating talent development, leadership learning and performance management programs, including manager tools, training and sustained adoption. Experience leading Occupational Health & Safety, disability management, attendance support and workplace wellbeing services in a complex, unionized environment. Experience delivering employee engagement, organizational development and EDIB initiatives, with evidence of practical improvements and measurable outcomes. Working knowledge of relevant Ontario employment, occupational health and safety, accessibility, human rights and privacy requirements, collective agreements and healthcare accreditation expectations. Strong operational planning, financial management, project delivery and continuous improvement skills, with the ability to prioritize competing demands and resolve service issues. Effective facilitation, coaching, communication and relationship-building skills, with sound judgment and discretion in sensitive employee and organizational matters. Ability to interpret workforce and program data, develop useful measures and turn findings into actions. Experience with HR information systems, learning management systems and survey platforms; Workday experience is an asset. Work Schedule:   Full-time, days. Due to the 24/7 nature of hospital operations, occasional early morning, evening, weekend or after-hours availability may be required to support operational needs, major implementations, critical staffing issues or escalation events. Please note schedules may change due to operational needs.

The Ontario Medical Association (OMA) is a professional organization that represents physicians and other members of Ontario’s medical community. It was founded in 1880 and advocates for the well-being of their members and the health of Ontarians. The OMA advocates for and supports doctors, seeking to strengthen their leadership role in caring for patients. The OMA continually seeks to be the trusted voice in transforming Ontario's health-care system by courageously pursuing best practices, new ideas, solutions and opportunities for improvement. Recognized as one of Greater Toronto's Top Employers for six consecutive years, the OMA offers a respectful, bold, responsive and transparent workplace committed to equity, diversity, inclusion, accessibility, employee wellbeing, continuous learning and a flexible hybrid work environment.   Senior Director, Organizational Development   The Senior Director, Organizational Development plays a key leadership role in ensuring the OMA's organizational design, policies, workforce capabilities and people practices evolve in step with modern best practices and emerging AI-enabled ways of working. Working at the intersection of People & Culture and Technology, the Senior Director will lead a practical, human-centred approach to organizational development and transformation that integrates equity, diversity, inclusion and accessibility, employee wellbeing and future workforce needs. As the organizational steward for the human, behavioural and process changes associated with modernization, the Senior Director will ensure that roles, workflows, decision-making and workforce capabilities evolve intentionally as technology and business practices mature. The role will assess organizational readiness and change impacts, engage stakeholders, strengthen adoption and measure sustained behavioural and capability shifts. This work will extend beyond implementation to ensure that transformation delivers lasting value and that employees and leaders are equipped to work safely, effectively and confidently in an evolving environment.  The Senior Director will advance organizational effectiveness by using workforce data, behavioural insights and employee feedback to align structure, roles, policies, culture, employee programs and ways of working with the OMA's strategic priorities. The role will translate qualitative and quantitative information into practical workforce actions, strengthen organizational health and design strategies, and drive modernization and continuous improvement across People & Culture systems, practices and policy frameworks. In partnership with Technology, People & Culture colleagues and business leaders, the Senior Director will design and steward a structured approach to digital, AI and people-related change. This will include readiness assessment, stakeholder mapping, change impact analysis, communications, reinforcement, measurement and ongoing iteration. The role will identify current and future skill gaps arising from new technologies and processes and partner with the Talent Development & Learning team and business leaders to support effective upskilling and reskilling.  The Senior Director will also help leaders and teams adapt human judgment, accountability and oversight as AI becomes more prevalent in the workplace. They will champion adoption approaches that balance productivity with wellbeing, equity, accessibility and trust, while advancing maturity in the responsible use of workforce metrics and people analytics. The role will ensure that qualitative and quantitative data are interpreted appropriately and used to inform organizational risks, priorities and recommendations. Culture, equity, diversity, inclusion, accessibility, wellbeing and engagement will be embedded as core organizational design principles. The Senior Director will ensure these considerations are reflected across leadership practices, people systems, policies and decision-making frameworks through clear standards, practical tools and decision checkpoints. As a trusted advisor to senior leaders, they will provide guidance on workforce risks and opportunities related to organizational change, culture, technology adoption and policy decisions, grounded in a strong understanding of human behaviour, organizational dynamics and equity impact. The preferred candidate is a strategic and practical organizational development leader who has operated at a systems level and can connect organizational design, culture, workforce strategy, policy and technology-enabled transformation. They will bring demonstrated success leading complex enterprise change and advising senior leaders through ambiguity, with the judgment to balance modernization and productivity with employee experience, wellbeing, accessibility, equity and trust. A strong relationship builder and facilitator, the successful candidate will be able to align diverse stakeholders around shared outcomes and translate data, behavioural insights and employee feedback into clear recommendations and action.  The successful candidate will bring six to nine years of progressive experience in organizational development, organizational design, change management or a related field. This will include experience with organization-wide diagnostics, data-informed workforce strategy, enterprise change, culture and engagement, and advising senior leaders. Demonstrated success facilitating complex, multi-stakeholder processes in changing environments, leading multidisciplinary teams and managing complex portfolios is required, along with a strong grounding in EDIA and inclusive organizational practices.  To express interest in this exciting opportunity, please submit your cover letter and resume, in confidence, to https://miramsbecker.com/opportunities/senior-director-organization-development-oma .  For additional information contact Penny Mirams at penny@miramsbecker.com or Natalie Woods at natalie@miramsbecker.com .  Artificial Intelligence (AI) will not be used in the evaluating or assessing of candidates.  The base salary range this new role is $150,000–$160,000 OMA  and Mirams Becker Inc. are equal-opportunity employers committed to an inclusive, barrier-free recruitment and selection process. We respect, encourage, and celebrate diversity. We are committed to providing accommodations throughout the recruitment process. If you require accommodation, please notify us and we will work with you to meet your needs.