Job Purpose

To strategically manage the flow of talent within the organization at CL C & above, optimizing internal resources through effective talent development, succession planning, and promoting a culture of mobility. The role also brings an external market lens to leadership resourcing by identifying, attracting, and retaining top-tier talent, both externally, to ensure the organization has the right leadership capabilities to drive success.

Accountabilities (but not limited to):

These key accountabilities reflect the role of a Leadership Resourcing Manager in building and sustaining a strong leadership pipeline, promoting internal mobility, facilitating external resourcing, and supporting succession planning efforts to ensure leadership continuity and organizational effectiveness.

• Lead the end-to-end resourcing process for executive and critical leadership roles (CL C and above), from MRF approval to offer, partnering with Hiring Managers and P&C to build bench strength and secure top tier internal and/or external leadership talent.Build and maintain talent pools both internal and external for key leadership positions, ensuring a steady pipeline of qualified candidates for current and future needs.
• Proactively identify and assess high-potential internal candidates for critical leadership roles through talent reviews, and succession planning initiatives, ensuring a focus on growth and future leadership readiness.
• Provide timely market and talent insights to advise leaders on hiring approach, succession options, and internal vs external trade-offs.
• These key accountabilities reflect the role of a Leadership Resourcing Manager in building and sustaining a strong leadership pipeline, promoting internal mobility, facilitating external resourcing, and supporting succession planning efforts to ensure leadership continuity and organizational effectiveness.
• Lead the end-to-end resourcing process for executive and critical leadership roles (CL C and above), from MRF approval to offer, partnering with Hiring Managers and P&C to build bench strength and secure top tier internal and/or external leadership talent.
• Build and maintain talent pools both internal and external for key leadership positions, ensuring a steady pipeline of qualified candidates for current and future needs.
• Proactively identify and assess high-potential internal candidates for critical leadership roles through talent reviews, and succession planning initiatives, ensuring a focus on growth and future leadership readiness.
• Provide timely market and talent insights to advise leaders on hiring approach, succession options, and internal vs external trade-offs.
• Collaborate with P&C leads and Hiring Managers to identify opportunities for internal mobility and facilitate internal promotions, transitional roles to support the growth and development of existing employees.
• Establish and promote resourcing best practice by collaborating with regional counterparts, sharing expertise, and providing guidance on best-in-class hiring processes. Increase involvement in brokering assessment feedback, evaluating role fit, and comparing candidates to support effective decision-making.
• Ensure effective sourcing and applicant tracking systems/ tools are optimized for efficiency and ease of use
• Participate in the cross divisional talent forums to identify internal mobility opportunities and anticipate leadership gaps requiring proactive pipeline building.
• Engage and manage agency relationships and collaboration that enhance external sourcing efforts, where required.

Skills

• Adaptability to navigate organizational change and transformation, particularly in relation to talent and succession planning initiatives
• Strong interpersonal and communication skills to build and maintain effective relationships with senior leaders, P&C leads and hiring managers
• Excellent written and verbal communication skills, ability to present and position new ideas, initiatives, and gain buy-in and support
• Ability to think strategically and align leadership resourcing initiatives with the organization's long-term goals and objectives
• Able to build effective relationships as a trusted partner