Director Talent & Organizational Effectiveness

OCS Ontario Cannabis Store•Toronto, ON

23h•CA$126,739 - CA$190,214•Onsite

About The Position

The Ontario Cannabis Store (OCS) is seeking a Director, Talent & Organizational Effectiveness to lead the design and execution of an integrated talent strategy. This role is crucial for building leadership capability, fostering an inclusive and equitable culture, and ensuring organizational success in achieving its mission and strategic plan. The Director will define leadership standards, translate values into a leadership model and competencies, and embed these across various HR practices. Key responsibilities include leading employee engagement, culture, and inclusion initiatives, overseeing the Learning & Development and Talent Acquisition functions, managing budgets and vendor strategies, and providing strategic insights to senior leadership and governance bodies.

Requirements

Bachelor’s degree or equivalent in Human Resources, Organizational Development, Psychology/Industrial-Organizational Psychology or Business Administration.
9+ years in HR, Talent Management, Organizational Development, or related field.
Proven experience designing leadership models, competency frameworks, and succession planning processes.
3+ years in a leadership role with responsibility for people, budget, and enterprise initiatives.
Demonstrated ownership of employee engagement strategy, including surveys, reporting, and executive-level presentations.
Experience leading a Learning & Development function and managing external vendors.
Strong ability to translate strategy into practical, scalable solutions.
Exceptional stakeholder management, communication, and influencing skills.

Nice To Haves

Master’s in Organizational Development, Leadership, or Industrial or Organizational Psychology or MBA is preferred.

Responsibilities

Develop and implement an enterprise-wide leadership model aligned with mission, values, and strategic priorities, with a strong emphasis on inclusive leadership and high performance.
Define and evolve leadership competencies that reflect organizational values, equity, and expected behaviours at all levels.
Lead the organization’s succession planning strategy, including frameworks, processes, and governance.
Partner with senior leaders to identify high-potential talent and strengthen diverse leadership pipelines.
Embed leadership expectations into recruitment, performance management, and succession practices.
Lead and develop the Learning & Development team, setting direction, building capability, and ensuring high impact delivery.
Design and implement a segmented learning strategy aligned to leadership levels, workforce groups, and organizational priorities.
Oversee leadership development programs, including inclusive leadership capability building.
Manage the L&D budget and vendor strategy, including learning platforms and external partners.
Establish success measures and continuously improve learning effectiveness.
Lead the enterprise engagement strategy, including survey design, deployment, and governance.
Lead engagement analysis, reporting, and insight generation for executive leadership and the board.
Present engagement, culture, and inclusion insights, trends, and recommendations to senior leadership.
Translate engagement and inclusion data into clear, actionable priorities and track progress over time.
Champion a culture of inclusion, belonging, and high engagement aligned with organizational values.
Partner across the organization to embed equity, inclusion, and belonging into leadership practices and employee experience.
Equip leaders with tools and guidance to foster inclusive, high-performing teams.
Monitor external workforce trends and emerging skills, including diversity and labour market insights, to inform strategy.
Identify organizational capability gaps and systemic barriers, recommending forward-looking and equitable solutions.
Support workforce planning with a focus on future-ready skills.
Leverage workforce data and analytics (including DEI metrics) to guide decisions and measure organizational impact.
In conjunction with HR; Hire, develop and inspire a highly qualified team of professionals. Foster a culture of innovation, transparency, and accountability within the department and throughout the OCS.
Leverage OCS Core Competencies to support people leadership objectives.
Engage in capacity planning exercises and ensure team is set up for success given competing priorities.
Oversee continued delivery of effective talent acquisition programs and capabilities.