Sr. Director, Talent & Culture [M4]

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, Talent & Culture is a strategic and influential leader responsible for executing HOOPP’s people and culture strategy to deliver on our 2030 Strategic Plan.

Reporting to the VP, Talent Management, this role leads a team focused on succession planning, performance management, equity, diversity and inclusion (EDI), and organizational culture — ensuring these priorities enable a high-performing, inclusive, and values-driven workforce.
This role partners closely with the Director of Learning & Development and the Senior Director, Recruitment to create an integrated talent ecosystem — one that builds capability, fosters belonging, and strengthens leadership readiness across HOOPP.

What you will do:

• Execute the enterprise Talent & Culture strategy aligned to HOOPP’s 2030 pillars.
• Partner with business and HR leaders to ensure succession, performance, and inclusion programs are connected and measurable.
• Serve as a trusted advisor to the VP, Talent Management and CHRO on culture, leadership, and organizational readiness.
• Provide clear, data-driven insights and recommendations to the VP, Talent Management, CHRO, CEO, and Board regarding talent health and culture trends.

• Lead HOOPP’s enterprise succession framework — ensuring continuity for key roles and a diverse, ready pipeline.
• Facilitate regular talent reviews with the VP, Talent Management, integrating insights from Learning & Development and Recruitment.
• Partner with HR Business Partners and divisional leaders to identify successors, development actions, and readiness indicators.
• Oversee governance, tools, and reporting to ensure transparency and accountability in succession planning.

• Evolve HOOPP’s performance management framework to align with our culture of accountability and care.
• Champion continuous feedback, clear expectations, and recognition of results.
• Lead calibration processes with HR Business Partners and people leaders to ensure fairness and clarity in performance outcomes.
• Equip leaders with tools and training to manage and coach for performance excellence.

• Champion HOOPP’s EDI strategy, embedding inclusive practices throughout the employee experience.
• Partner with Employee Resource Groups and business leaders to build belonging, visibility, and representation.
• Use data to identify and address systemic barriers; ensure equitable access to opportunities and advancement.
• Represent HOOPP externally as a leader in inclusive talent practices within the pension and financial services community.

• Lead enterprise culture initiatives that reinforce HOOPP’s values of Accountability, Compassion, and Trustworthiness.
• Partner with Learning & Development to embed leadership behaviours and cultural values across programs and communications.
• In collaboration with the Director, Learning & Development use engagement and pulse data to shape action plans and continuously improve the employee experience.
• Reinforce the message that culture is strategy — ensuring performance and care coexist at all levels.

• Lead a team including the Associate Director (secondment), Manager, and Advisor of Talent & Inclusion.
• Collaborate across the Talent Management leadership team to ensure seamless integration between culture, learning, and recruitment work.
• Model inclusive, courageous, and transparent leadership.
• Coach and develop your team to think strategically, act decisively, and deliver results with integrity.

What you bring:

• 12+ years of progressive HR and Talent experience, including at least 5 years in a senior leadership role.
• Proven expertise in succession planning, performance management, culture, and EDI.
• Experience leading large-scale talent or culture initiatives in a complex, purpose-driven organization.
• Strong data literacy and ability to translate insights into actionable strategies.
• Exceptional stakeholder management and communication skills.
• Post-secondary education in Human Resources, Organizational Development, or related field; advanced degree preferred.
• CHRL/CHRE designation or equivalent is an asset.

• Strategic Architect – Translates business priorities into actionable talent and culture outcomes.
• Culture Champion – Promotes belonging and accountability; makes HOOPP’s values tangible.
• Collaborative Partner – Works across boundaries to create alignment and shared ownership.
• Courageous Leader – Acts decisively and inspires confidence during change.
• Inclusive Influencer – Models empathy, equity, and transparency.