Talent Management Specialist

Indigenous Youth Roots

1d • $64,169 - $75,069 • Remote

About The Position

Reporting to the Director of People, Culture, & Operational Effectiveness, the Talent Management Specialist is responsible for leading our people management practices grounded in Indigenous values and relational accountability. This role will operationalize the day-to-day engagements for recruiting, onboarding, training, and organizational performance management but will also support in co-designing new practices and pathways through innovation towards enhancing organizational capacity for people empowerment. The Talent Management Specialist will also act as a backup for all other People & Culture activities as required to support departmental initiatives, time off, and peak periods.

Requirements

• 3 or more years’ of experience in recruitment & selection
• 2 or more years’ of experience in training development and delivery
• Experience in designing and implementing capacity-building initiatives and staff development strategies.
• Experience working in values-based, Indigenous-led, or trauma-informed organizations.
• Strong administrative experience, with the ability to manage multiple projects and tasks simultaneously.
• Proven written and verbal communication skills, with the ability to convey complex information clearly.
• Excellent organizational and time management skills with a high attention to detail.
• Demonstrated ability to lead cross-functional projects and create shared ownership for outcomes.
• Exceptional Communication: Skilled at conveying ideas with empathy, transparency, and adaptability across diverse audiences, including youth, staff, and community partners.
• Coaching and Mentorship: Proven ability to support staff development, build team confidence, and nurture future leaders.
• Emotional Intelligence and Integrity: Demonstrates humility, honesty, and self-awareness, fostering trust and accountability.
• Equity and Inclusion: Applies equity-driven approaches, centers Indigenous youth voices, and integrates cultural safety and anti-racism into all aspects of leadership.
• Collaboration and Partnership-Building: Works effectively across departments and with external stakeholders to achieve shared goals.
• Resilience and Crisis Management: Provides steady leadership during periods of change, risk, or conflict, while supporting staff and organizational stability.
• Organizational Skills: Balances multiple priorities, manages complex workflows, and delivers results on time.
• Change Management: Ability to introduce change in an approachable way that achieves goals and reduces defensiveness, barriers, and fear response.
• Legal Compliance: Aware of the intricate nature of provincial legislation related to the ESA, OHSA, AODA, and other compliance regulations.

Nice To Haves

• Previous experience in change management is an asset
• Previous experience in leadership coaching is an asset
• Certification in Training Development or Strategic HR is an asset
• Certification or post-secondary education in related fields an asset
• Experience working with Indigenous youth communities an asset

Responsibilities

• Recruitment & Selection: Work alongside the Director to strategically design, implement, and operationalize the organizations recruitment & selection processes.
• Support departments in building capacity and competencies related to efficient and defensible recruitment practices.
• Guide teams in developing job descriptions, job postings, hiring guides, and other administrative elements of recruitment.
• Ensure legislative and regulatory compliance throughout the process for an Ontario based organization (Human Rights Code, ESA, AODA, etc.).
• Organizational Training: Guide new employees through organizational, cultural, and departmental onboardings.
• Co-design and innovate new methods of equipping new staff with all tools, resources, and knowledge required to fully integrate into their new role.
• Develop an annual calendar for competency development workshops organization wide that balance internal expertise & outside consultation to fill organizational competency and skills gaps.
• Ensure trainings are culturally grounded, legally compliant, and tailored to individual learning styles to ensure a high level of inclusion and engagement at each phase.
• Coaching & Performance Management: Act as a primary point of contact for organizational leadership to provide support and assistance with coaching an leading their individual teams/departments.
• Develop systems & structures for organizational continuance to support formalizing practices related to individual coaching & performance management.
• Support integrating accessibility & accommodations information into departmental leadership practices to ensure visibility, comprehension, care, and dignity throughout our leadership operations.
• Maintain appropriate administrative function with documentation, templates, coaching details, etc.
• Act as a resource for all staff to engage with People & Culture to learn our practices, policies, and standards around individual performance, leadership methodologies, and people empowerment.
• Department Back-up Support: Act as a secondary point of contact for all People & Culture questions, ongoing engagements, or other needs.
• Support the department in completing projects and strategic initiatives in a wide range of People & Culture focuses beyond those listed above as primary focus areas.
• Engage with the Operations team to support integration of procedures and best practices alongside policies and People & Culture perspectives.
• Work with the Compensation & Engagement Specialist to identify gaps in tools, SOPs, & workflows and co-lead structured improvements using participatory and iterative approaches.
• Maintain an internal knowledge base for SOPs, staff onboarding, and organizational practices that support change sustainability.
• Maintain accurate records, files, and documentation to support reporting and organizational accountability.
• Cultural Stewardship: Engage in organizational collaboration on behalf of the People, Culture & Operations team with humility, respect, reciprocity, and accountability.
• Apply cultural safety and trauma-informed practices to all policies, procedures, and organizational practices.
• Foster trust-based relationships that support staff wellbeing and organizational culture and belonging.
• Act as a cultural ambassador for the organization, ensuring practices and operations align with our guiding principles and cultural ways of knowing and being.
• Represent IYR with external stakeholders, partners, and community organizations as required.
• Leadership & Collaboration: Build a culture of shared leadership by mentoring managers and team leads in relational accountability and adaptive change practices.
• Facilitate learning cycles within teams to foster reflection, feedback, and course-correction.
• Regularly assess and recommend adjustments to the organization’s procedures and policies to ensure the organization stays current and relevant in a rapidly changing environment.
• Community Engagement: Promote a collaborative, transparent, and accountable organizational culture that reflects IYR’s values.
• Participate actively in staff meetings, working groups, and committees to advance organizational goals.
• Uphold and promote the organization’s cultural values and guiding principles in all workplace practices.
• Engage with the Indigenous community and support initiatives that strengthen relationships and collaboration.
• Health, Safety, and Wellness: Carry out your duties in a manner that does not adversely affect your own health and safety or that of others by reporting all potential hazards, all incidents, and injuries.
• Co-operate, support, and engage with any measures introduced in the workplace to improve occupational health & safety.
• Other: Maintain high ethical standards and demonstrate integrity, honesty, and trustworthiness in all endeavours and communications.
• Support and participate in all IYR staff, department, and team meetings.
• Participate in external and internal committees, working groups, or projects as required.
• Undertake other duties as assigned.

Benefits

• Health benefits: will begin following a 3-month probationary period
• GRRSP employer contribution that is 5% of salary annually
• Vacation: 3 weeks and statutory holidays, in addition to a 2-week winter closure
• Personal Days: 3 weeks
• Annual Professional Development Benefit: $1500 annually following a 3 month probationary period
• Cultural Days: 1 week
• Volunteer Hours: 5 hours monthly
• Flexible Work Week Options: 4 and 5 Day work week options.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed