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At CN, everyday brings new and exciting challenges. You can expect an interesting environment where you are part of making sure our business is running optimally and safely?helping keep the economy on track. We provide the kind of paid training and opportunities that long-term careers are built on and we recognize hard workers who strive to make a difference. You will be able to thrive in our close-knit, safety-focused culture working together as ONE TEAM. The careers we offer are meaningful because the work we do matters. Job Summary

The Senior Manager Talent and Succession is responsible for the design and delivery of CN's talent management and succession planning strategy to meet the current and future needs as aligned with the business strategy. The position requires close collaboration with internal stakeholders to ensure enterprise, high potential and diverse talent is developed and available across critical roles. Furthermore, the role is responsible for overseeing and ensuring the Talent Development Managers drive the associated initiatives in support of the organizational requirements.

Main Responsibilities Strategy Design and Development

  • Define the policies and framework related to CN's talent management and succession planning across all management levels, especially for key roles, and participate in key succession planning meetings
  • Establish clear vision on how talent strategies are aligned with corporate programs and senior leaders' business objectives and prepare corresponding material and presentations
  • Plan and design organizational talent review and succession planning processes to assess and calibrate talent, build succession plans, and address gaps, aligned to the leadership and functional competencies and behaviours (CN Way)
  • Establish defined criteria for the identification and assessment of key talent groups such as high potentials and Subject Matter Experts applicable for organization-wide reviews
  • Own high-potential management and respective development programs, including identifying upgrade actions that align with business strategies and outcomes
  • Ensure the successful integration of Diversity, Equity & Inclusion strategies into talent and succession programs, processes and decision-making
  • Identify skills and competencies required of future leadership roles and recommend appropriate development interventions
  • Work with Human Resources Business Partners (HRBPs) and business leaders to embed our talent methodology into the talent management processes and activities
  • Contribute to the preparation of material and documentation for the Human Resources and Compensation Committee (HRCC) board presentations

Implementation of Program and Tools

  • Oversee the implementation of the talent management processes and programs necessary to create a ready and capable leadership pipeline, strong succession planning, high potential identification, consistent talent reviews and cross-functional development to close talent gaps
  • Define strategies to accelerate development of key talent and successors, including coaching to enhance the effectiveness of leaders
  • Provide coaching and guidance to HRBPs and business leaders to take ownership for embedding talent management best practices including assessment and calibration initiatives
  • Implement the plan for talent review and succession planning activities organization-wide
  • Act as Subject Matter Expert on tailored assessment tools and define process to share overview while maintaining confidentiality
  • Ensure talent readiness by creating mechanisms such as success profiles and talent assessment tools to be leveraged for development actions
  • Interpret and leverage results from assessment tools (e.g. Hogan, 360 feedback, role card assessments, etc.)

Development of Key Talent

  • Collaborate with HRBPs to identify developmental opportunities and learning experiences needed to develop the talent pipeline
  • Track, coach and facilitate development initiatives of Top 200 while ensuring alignment to succession and business initiatives
  • Provide coaching to and oversee work of Talent Development Managers and ensure alignment with business objectives in their coaching discussions and plan designs
  • Drive conversations regarding tailored development plans for key individuals and carry out follow-ups on actions and succession planning decisions

Measurement and Systems

  • Manage talent database including coordination of pre-work and post-review analysis, identification of key insights and trends, monitoring and supporting action plans of talent review programs
  • Analyze talent management trends to design strategies that address talent challenges, gaps and process improvements
  • Oversee the implementation and redesign of talent management systems and modules (as part of HCMs)
  • Track metrics and monitor Key Performance Indicators (KPIs)
  • Ensure alignment of assessment and talent designations for review of potential and compensation decisions (e.g. 9-box grid)
  • Track and report on the conversion rates of internal talent for succession roles at all levels, especially for Top 200 positions
  • Facilitate and track resulting development activities to ensure traction and progress

Working Conditions

The role has standard working conditions in an office environment with a regular workweek from Monday to Friday. Due to the nature of the role, the incumbent must be able to meet tight deadlines, handle pressure and manage stress. The role requires minimal travel (15%) to various CN properties.

Requirements Experience

Talent and Succession Planning

  • Minimum 10 years of experience in talent and succession planning, including as an HR generalist

oExperience in Organizational Development*

  • Any experience for these above would be considered as an asset

Education/Certification/Designation

  • Bachelors' Degree in Human Resources or Organizational Development or in Business Administration with an HR specialization
  • Master's Degree*
  • Certification in psychometric assessments*
  • Any designation for these above would be considered as an asset

Competencies

  • Displays a customer centric attitude
  • Develops solutions
  • Collaborates with key internal stakeholders to enable higher productivity
  • Fosters diverse representation, and diversity of thought and experience as a strategic advantage
  • Inspires others with impactful communications and adapts to the audience
  • Influences by translating expertise into practical business outcomes
  • Tracks metrics to achieve ambitious targets and holds self and others accountable to meet performance expectations
  • Is agile in responding to the rapid evolution of the industry and of technology
  • Deals with pressure and change by staying calm to quickly adapt to changes
  • Fluently bilingual both written and verbal (English, French)*
  • Any skills/attributes for these above would be considered as an asset

Technical Skills/Knowledge

  • Advanced knowledge of Microsoft Excel
  • Knowledge of Cloud-based solutions (e.g. Human Capital Management Systems, Workday, Oracle, Cornerstone, etc.)

About CN

CN is a world-class transportation leader and trade-enabler. Essential to the economy, to the customers, and to the communities it serves, CN safely transports more than 300 million tons of natural resources, manufactured products, and finished goods throughout North America every year. As the only railroad connecting Canada's Eastern and Western coasts with the Southern tip of the U.S. through a 19,500 mile rail network, CN and its affiliates have been contributing to community prosperity and sustainable trade since 1919. CN is committed to programs supporting social responsibility and environmental stewardship. At CN, we work as ONE TEAM, focused on safety, sustainability and our customers, providing operational and supply chain excellence to deliver results.

CN is an employment equity employer and we encourage all qualified candidates to apply. We thank all applicants for their interest, however, only candidates under consideration will be contacted. Please monitor your email on a regular basis, as communication is primarily made through email.

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