Senior Manager, Recruitment & Workforce Planning

SENIOR MANAGER, RECRUITMENT & WORKFORCE PLANNING

Inuvialuit Regional Corporation (IRC) · Inuvik, NT

COMPETITION:  202581

POSITION TYPE: Indeterminate

LOCATION: On-Site Inuvik, NT

SCHEDULE: Full-time (75 hours bi-weekly)

COMPETITION CLOSE DATE: Open Until Filled

ABOUT INUVIALUIT REGIONAL CORPORATION (IRC)

IRC was created in 1984 to represent the Inuvialuit and their rights and benefits obtained under one of Canada's oldest comprehensive land claim agreements. With assets over $1 billion, not including vast land holdings, IRC is responsible for corporate investment, land management, and a broad range of social, cultural, and economic programs and services benefiting Inuvialuit. Its subsidiaries have interests in grocery, manufacturing, property management, transportation, and significant dealings in the oil and gas industry.

Since its inception, IRC has experienced considerable growth, and its structure and operations have become increasingly complex. Combining local government and service delivery, community development, investment, and operating business divisions, all managed by a single back office, the organization has an array of complexities for the executive staff to navigate. There is an emphasis on fostering understanding, healing, and resilience in a region brimming with unique social challenges and immense potential for transformative change.

JOB SUMMARY

The Senior Manager of Recruitment & Workforce Planning plays a key role in ensuring that IRC’s talent acquisition strategy and processes align with organizational goals. The Senior Manager demonstrates superior stakeholder relations, organizational skills, time management, and project management skills, as well as expert workforce planning and recruitment support to clients.  This role serves as the primary escalation point for complex or sensitive issues arising within the Recruitment & Workforce Planning team, providing expert guidance and support to team members when matters exceed standard practice, ensuring deliverables are of high quality.

This role requires a culturally sensitive leader who advocates for client service and cultivates strong relationships throughout IRC. The ideal candidate will demonstrate advanced leadership, critical thinking, judgment, and problem-solving skills, supported by advanced data literacy and analytical capabilities to facilitate sound decision-making in accordance with employment regulations and IRC policies.

KEY RESPONSIBILITIES

Responsibilities of the Senior Manager, Recruitment & Workforce Planning include:

• Team Leadership: Clearly define expectations and objectives for team members and mentor, coach, and manage performance with regular one-on-ones and proactive feedback, addressing issues promptly. Promote continuous learning and capacity building by facilitating development opportunities and skill-building relevant to IRC’s needs. Encourage teamwork, recognize achievements, and ensure timely and high-quality HR services focused on client satisfaction and operational excellence.
• Business Partnership: Build and sustain strong relationships with department managers to understand business goals and future workforce needs and provide proactive, strategic, and tactical guidance on addressing workforce gaps. Guide the team in translating business needs into HR solutions and coordinate actions with other HR functions.
• Recruitment & Talent Acquisition: Lead the development and implementation of effective acquisition strategies and tactics to attract, source, and retain talent pipelines for key roles, focusing on Inuvialuit beneficiary development.
• Workforce Analysis: Assess and understand the composition of the current workforce to forecast future needs based on business strategies and growth projections and develop corresponding short- and long-term recruitment plans.
• Assess Internal & External Risks: Understand internal and external workforce planning and recruitment risks and develop mitigation strategies to address them. Regularly conduct and share external labour market analyses, including trends, emerging skills, and competitive threats that could impact recruitment, particularly in northern environments.  
• Vendor Partnership: Manage relationships with external partners and coordinate external talent resources for scalable hiring processes.
• HR Service Integration: Collaborate with all HR leaders to ensure the smooth delivery of HR services to the business.
• Continuous Improvement & Process: Develop, implement and maintain recruitment & workforce planning processes and procedures that comply with employment regulations and IRC policies. Lead and/or participate in continuous improvement or corporate HR initiatives as needed, and support change management efforts across IRC.
  
• Data Metrics & Reporting: Develop, monitor and maintain workforce planning & recruitment KPI dashboards and reports to evaluate the effectiveness of programs and processes for ongoing improvement, and provide data-driven recommendations and reporting to senior leadership.
• Quality Assurance & Compliance: Establish, monitor and enforce quality standards for recruitment and workforce planning processes, ensuring all deliverables consistently meet or exceed organizational expectations. 

KEY COMPETENCIES

• Critical Thinking & Judgment: Uses logical reasoning and objective analysis to gather and evaluate information, understand key issues and root causes, anticipate potential outcomes, and identify the best possible solutions. Demonstrates discernment and judgment when handling sensitive and confidential information. 
• Customer Focus & Relationship Building: Builds credibility, trust, and rapport with internal and external stakeholders by understanding their needs and providing responsive, high-quality service, even under challenging situations. Recognizes the business concerns and perspectives of others and works in a way that benefits everyone.
• Influence & Communication: Communicates clearly and persuades others using data, logic, and emotional intelligence to find common goals and identify potential obstacles. Uses active listening and strong communication skills (both written and spoken) to influence outcomes and promote shared understanding.
  
• Problem Solving & Decision Making: Proactively identifies potential challenges, conducts thorough analyses to find root causes, and develops practical recommendations and solutions. Consistently makes timely, informed decisions that follow established processes while considering both risk and human impact.
• Resilience & Adaptability: Effectively manages ambiguity, uncertainty, and shifting priorities while maintaining credibility and effectiveness. Adapts to new situations, demonstrates resourcefulness, and applies previous experiences to inform actions. Uses reflection and feedback to gain insight into strengths and address development opportunities.
• Business & Data Literacy: Utilizes multiple data sources to challenge assumptions and support data-driven decisions. Identifies, analyses, and interprets both qualitative and quantitative data, using it to tell a story that influences key stakeholders. Develops insights from data based on an understanding of the organization.
• Leadership: Establishes clear expectations of what success looks like throughout the department and provides the necessary support for all team members to develop the listed competencies. Demonstrates investment in others' success by offering support, feedback, resources, and information needed to succeed.
• Cultural Sensitivity: Demonstrates the ability to understand and respect different cultural perspectives, values and beliefs, and to interact with people in a way that is culturally appropriate and respectful. 
• Community Engagement: Has an abiding interest in the well-being of the community. Enjoys the lifestyle and other benefits that come from working in smaller communities. Cross-cultural experience, resilience and sensitivity to issues of inclusion and respectfulness.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree and CPHR designation preferred.
• Minimum of seven years of progressive HR experience, including at least three years in a Recruitment & Workforce Planning leadership role.   
• Strong experience with HRIS platforms, data analysis and analytics.
• Strong computer skills, including Microsoft Office and Co-Pilot, to synthesize and analyze data, interpret trends, and present findings to support decision making.
• Experience working in Indigenous or Northern communities is an asset.

TO APPLY

Please submit your resume and cover letter by pressing the Apply for This Job button at the top right of this web page and following the application steps.

We encourage timely submissions, as applications will be actively reviewed for interview selection.

ADDITIONAL INFORMATION

• Priority consideration is given to beneficiaries of the Inuvialuit Final Agreement (IFA); please identify in your application if you are a beneficiary of the IFA.
• The position requires the completion of a satisfactory Criminal Record Check.
• Based in Inuvik, Northwest Territories, with the option to initially start in Southern Canada. We offer relocation support for the selected candidate.
• An eligibility list may be established for hiring for similar positions based on performance in this competition.
• Applicants who do not meet all qualifications are encouraged to apply and may be considered for appointment at a lower level with a development plan.
• If you require accommodations for the recruitment process, please contact us at hr@inuvialuit.com to let us know how we can assist you.

WHAT WE OFFER

• Competitive Salary: We recognize and reward talent with a competitive salary structure.
• Professional Development: We invest in your growth through ongoing training and development opportunities.
• Competitive Benefits: We provide eligible employees with a competitive benefits package, which includes extended health care; dental care; life, critical illness, and accident insurance; travel medical insurance; sick leave; and long-term disability.
• Wellness Benefits: We provide all employees with access to an employee and family assistance program.
• Retirement Benefits: We provide eligible employees with a Defined Contribution Pension Plan where IRC matches contributions of up to 5% of annual salary.
• Vacation benefits:  We provide eligible employees with 4 weeks of annual vacation time to start.

For more information about our organization, go to https://irc.inuvialuit.com/jobs

Human Resources
Inuvialuit Regional Corporation
E-mail: hr@inuvialuit.com | Telephone: 867-777-7090 | Web: irc.inuvialuit.com

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