Chief Talent Officer


About the Company

Our client is one of Canada’s largest and most respected intellectual property and technology law firms. With more than 400 professional and non-professional employees and offices across Canada, our client is consistently recognized as Canada’s leading IP law firm and represents leading global brands across all sectors.

Scope of Position

Reporting to the Managing Director the Chief Talent Officer will be responsible for establishing and cultivating a culture that attracts, motivates and retains the firm’s human capital. This will include guiding and supporting the organization on all HR matters to meet its strategic objectives and goals for profitability and growth.

The Chief Talent Officer will assume responsibility for all human capital strategies, plans and policies to position the firm as a “Best in Class” employer of choice.

With no shortage of opportunities to make a contribution, this role will appeal to individuals with boundless energy and ambition looking to make an impact while growing both personally and professionally.

Functional Tasks

Key responsibilities of the role:

  • Partner with the senior leadership team to identify and address the critical HR needs of the organization and achieve an effective long range HR strategy.
  • Establish benchmarks for organizational effectiveness, employee performance, training and career development, health and benefits, employee relations
  • Lead the development of, effectively manage and integrate HR policies and programs including performance reviews, succession planning, career development, performance management, goal setting and reviews, training and mentoring, employee benefits, employee handbook etc.
  • Work with senior leadership team to establish compensation plans
  • Drive change management initiatives to accelerate assimilation of new employees, align workforce around goals and priorities, and instil a “one company” culture; monitor and measure compliance and engagement
  • Establish an HR culture of continuous improvement
  • Work with the Managing Director and other senior leaders to define and effectively communicate organizational values to drive culture of service, professionalism and performance excellence
  • Develop HR strategies to identify and address competency, knowledge, talent and performance gaps
  • Develop recruitment and retention strategies to attract and retain top talent
  • Assess and upgrade current training programs; launch management mentoring initiative to support employee growth and development.   Identify and stretch high potential talent working
  • Field employee surveys to assess and monitor employee engagement on key initiatives such as  culture
  • Create and manage employee recognition and awards programs

Key Performance Deliverables
In light of the identified responsibilities, the following are specific deliverables that the position is designed to achieve.

  • Specific Key performance measures will be discussed and agreed upon with the successful candidate.

Competency Profile
The following competencies listed below define the role of Chief Talent Officer:

Role Expertise
Demonstrates critical technical or professional knowledge/skills related to the role. Has thorough knowledge of relevant services and methods. Expands technical knowledge/skills and keeps up-to-date in own area of expertise.
Encourages others by creating enthusiasm, a feeling of investment and a desire to excel. Inspires a healthy attitude to work by recognizing positive contributions.
Results Orientation
Focuses strongly on achieving agreed upon outcomes and ensures that key objectives are met. Conveys a sense of urgency and drives issues to closure. Aims to improve upon past performance. Establishes aggressive personal targets and strives to achieve them.
Articulates the key points of an argument persuasively. Negotiates skillfully and convinces others to own point of view. Directly and indirectly impacts the decisions/opinions of others. Mobilizes people into action.
Leading Change
Recognizes when change is necessary. Challenges the status quo and champions new initiatives. Acts as a catalyst to change and stimulates others to change. Develops an effective action plan to implement change and monitors results.
Makes an immediate positive impression upon others. Has presence and commands respect. Comes across with force and quickly establishes credibility. Accurately predicts the effects of own words and actions. Makes an immediate positive impression upon others.
Helps to create a sense of team spirit and harmonious relations through cooperation and support; Balances personal goals with those of the team; Fosters collaboration among team members.

Preferred Experience / Education
The following indicates specific industry, academic and functional experience/qualifications that are important to the successful achievement of the identified responsibilities and performance deliverables.

  • At minimum a bachelor’s degree or equivalent
  • 7+ years of broad-based and progressive experience in a general human resources leadership role in a professional services environment, such as law, accounting, etc..
  • Demonstrated success in leading a strategic, transformative HR function.
  • Experience in communicating and presenting progressive HR strategies and plans to senior management. Ability to support ideas and plans with appropriate facts and data.
  • Recognized for abilities to manage significant change of corporate cultures.
  • Proven leadership and management skills with a knowledge of current industry best-practices.
  • Highly self-motivated with a bias towards action over planning
  • Results orientation and a drive to succeed.
  • Able to influence others and effect change of direction, while keeping participants fully engaged.
  • Must be capable of interfacing effectively at all levels of the organization.

Remuneration & Benefits 

  • Competitive base salary.
  • Incentive bonus plan.
  • Company benefits program.

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