Senior Director, Enterprise Risk

Why you’ll love working here:

• high-performance, people-focused culture

• our commitment that equity, diversity, and inclusion are fundamental to our work environment and business success, which helps employees feel valued and empowered to be their authentic selves

• learning and development initiatives, including workshops, Speaker Series events and access to LinkedIn Learning, that support employees’ career growth

• membership in HOOPP’s world class defined benefit pension plan, which can serve as an important part of your retirement security

• competitive, 100% company-paid extended health and dental benefits for permanent employees, including coverage supporting our team's diversity and mental health (e.g., gender affirmation, fertility and drug treatment, psychological support benefits of $2,500 per year, parental leave top-up, and a health spending account).

• optional post-retirement health and dental benefits subsidized at 50%

• yoga classes, meditation workshops, nutritional consultations, and wellness seminars

• the opportunity to make a difference and help take care of those who care for us, by providing a financially secure retirement for Ontario healthcare workers

Job Summary

The Senior Director, Enterprise & Strategic Risk is accountable for running HOOPP’s enterprise strategic risk operating system and ensuring the Annual Risk Report (ARR) functions as a living management tool, not a once-a-year product. This role owns the end-to-end ARR process, cadence, and governance rhythm to gather enterprise input, align risk ownership and actions, and report progress to senior leadership and the Board.

Working across Investment Management, Pensions, and Corporate functions, the Senior Director identifies and frames HOOPP’s most material enterprise and strategic risks, defined as uncertainties that could weaken the assumptions behind HOOPP’s 2030 Strategy and long-term mandate. The role leads the risk deep dive program, facilitates structured risk discussions with the Senior Leadership Team and Executive Team, and drives clear outcomes: owners, actions, triggers, and escalation pathways.

This position requires senior judgment, strong executive presence, and the ability to convene and challenge leaders across the organization. Success is demonstrated by an ARR process that is repeatable and timely, deep dives that lead to decisions and follow-through, and improved leadership and Board confidence in forward-looking risk insight and progress reporting.

What you will do:

Annual Risk Report ownership and enterprise reporting cadence

• Own the end-to-end ARR, including annual refresh, quarterly updates, and integration into governance forums.

• Design and run the ARR input-gathering process across divisions, including standards, timelines, templates, and quality control.

• Maintain clear linkage from each top risk to: ExT owner, actions underway, key assumptions, triggers, and Board/Committee oversight.

• Build a simple progress reporting approach so leaders and the Board can see what is changing and whether mitigation is advancing.

• Ensure ARR outputs are integrated into divisional scorecards and management reporting so progress is visible and measurable.

Enterprise risk deep dive program

• Set the annual and quarterly deep dive agenda based on the ARR risk set, signal changes, and Executive Team priorities.

• Lead cross-functional deep dive teams from problem definition through analysis, options, and recommended actions.

• Drive follow-through by tracking commitments, deadlines, and outcomes and reflecting progress back into ARR reporting.

Facilitate senior leadership risk discussions and decision support

• Facilitate structured risk discussions with the Senior Leadership Team and Executive Team focused on trade-offs, triggers, and actions.

• Provide credible challenge by testing assumptions, surfacing second-order impacts, and clarifying what would have to be true.

• Prepare concise, Board-ready risk discussion materials that enable clear oversight and informed decisions.

Strategic risk intelligence, signals, and outlook

• Build and maintain a practical signal scanning and synthesis process tied directly to the ARR risk set.

• Translate signals into HOOPP-specific implications using a clear progression from signals to stresses to enterprise and strategic risks.

• Maintain a forward-looking risk outlook for leadership that highlights emerging issues, counter-signals, and watch items.

Leadership and capability-building within Strategy and Enterprise Risk

• Build the processes, tools, and routines that make strategic risk repeatable, timely, and decision-relevant across the enterprise.

• Lead and develop team members, including setting priorities, coaching on executive-ready writing, and ensuring high-quality outputs.

• Strengthen cross-enterprise collaboration by making risk ownership clear and making participation in ARR and deep dives efficient.

• Support the VP in strengthening a unified Strategy and Enterprise Risk capability and its relationships across HOOPP.

What you bring:

• 12–15+ years of progressive experience in enterprise risk, finance, or investment in pension context, or top-tier management consulting with direct exposure to executive decision support.

• Demonstrated experience building and running enterprise governance rhythms, including annual cycles, quarterly reporting, and structured input processes.

• Proven track record leading cross-functional deep dives that produce clear management choices and measurable follow-through.

• Experience facilitating senior leadership discussions and producing Board and Committee-ready materials.

• Graduate degree (MBA or equivalent) preferred. CFA or similar credentials considered an asset.

• Enterprise Operations: Builds repeatable processes and cadences that produce timely, decision-relevant reporting and follow-through.

• Executive Influence: Convenes, challenges, and aligns leaders across divisions; drives clarity on owners, actions, and escalation.

• Analytical Insight: Uses evidence and structured thinking to synthesize complex systems into clear implications and actions.

• Communication: Delivers concise, Board-ready narratives across written materials, presentations, and facilitated discussions.

• People Leadership: Develops talent, sets high standards, and builds a culture of accountability and learning.