Chef.fe De Service, Développement Organisationnel Et Développement Des Compétences Temps Complet

Chef.Fe De Service, Développement Organisationnel Et Développement Des Compétences

The Centre intégré universitaire de santé et de services sociaux (CIUSSS) du Centre-Ouest-de-l'Île-de-Montréal is looking for candidates for the position of Chef.Fe de service, Développement organisationnel et développement des compétences.

Our establishment brings together more than 30 facilities and relies on an ambitious mission: to offer a continuum of superior quality health and social services, centered on the user, while contributing to teaching, research, and innovation. In a context of transformation marked by the implementation of Santé Québec, we seek to strengthen the capacity of our teams to adapt, innovate, and perform.

Your role:

Under the authority of the Deputy Director of Talents, Culture, and Employee Experience, you will lead the team of organizational development and skills, accompanying managers and their teams in the evolution of the organization.

Developmental organizational:

• Define the orientations and priorities in organizational development, in coherence with the strategies of the CIUSSS, the HRM, and Santé Québec, and ensure the implementation by the team, in order to favor adaptability, innovation, and performance.
• Supervise and validate the analyses and recommendations produced by the team concerning the management of change, the work climate, the mobilization of teams, and the development of skills.
• Ensure a strategic advisory role with the senior management, transforming the team's analyses into clear recommendations and ensuring the coherence between the analyses, the recommendations, the issues, and the strategic organizational priorities.
• Pilot the realization and follow-up of organizational diagnostics by framing the methodology, consolidating the results, and reporting to the management.
• Guide and support major transformation projects (reorganization, merger, evolution of management practices), ensuring that the DO team provides adapted support.
• Ensure the coherence and alignment of the HR processes developed by the team (welcome and integration, performance appreciation, skills development, etc.) with the organizational priorities and the directives and orientations of Santé Québec.
• Define and follow the performance indicators of the DO team, ensuring that the projects contribute to the employee experience and patient experience/user, as well as the organizational priorities. Report on these.

Development of competencies:

• Define the orientations and priorities in the matter of development of skills and leadership, in coherence with the organizational priorities and strategies and the needs identified by the model of competencies.
• Supervise the elaboration, the update, and the implementation of the Plan of human resources development (PDRH) and of the structuring programs of accompaniment, of formation, and of recognition, ensuring their pertinence and their strategic alignment.
• Frame the conception and the implementation of the development paths for the talents, the high potentials, and the new managers, validating the objectives, the contents, and following the results.
• Ensure the coherence and the follow-up of the management of the key competencies in relation with the strategic orientations of the organization, piloting the priorities and consolidating the results for the management.

Service management:

• Frame, mobilize, and develop a team of exemplary professionals in organizational development and in development of skills, creating an environment conducive to innovation, excellence, and interdisciplinary collaboration.
• Guide and prioritize the use of budgets, resources, and external partnerships to maximize the strategic impact of the interventions and to support the great transformations of the organization.
• Ensure the follow-ups and the concertation with the unions in relation with the obligations of development of skills, in a proactive and collaborative approach favoring the confidence and the alignment with the organizational priorities.
• Act as a strategic partner with the human resources management and the senior management, positioning the service as a lever of adaptation, innovation, and organizational transformation.
• Promote and disseminate the best practices in organizational development, in management of change, and in development of skills, relying on rigorous analyses and evidence-based.
• Define, follow, and communicate the performance indicators of the service, in order to demonstrate the added value of the interventions on the organizational performance, the leadership, the employee experience, and the patient experience-user.

What we are looking for:

The ideal person is both a strategist and a mobilizer, with a sense of politics and great human leadership. They know how to combine rigor, creativity, and courage of management in a constantly transforming environment.