VENTURE OUTSIDE THE ORDINARY - TMX CAREERS

The TMX group of companies includes leading global exchanges such as the Toronto Stock Exchange, Montreal Exchange, and numerous innovative organizations enhancing capital markets. United as a global team, we’re connecting cross-functionally, traversing industries and geographies, moving opportunity into action, advancing global economic growth, and propelling progress. Through a rich exchange of ideas, meaningful collaboration, and a nimble operating model, we’re powering some of the nation’s most critical systems, fueling capital formation and innovation, bringing increased opportunity to business visionaries, product ingenuity to consumers, and career exploration to our team.

KEY ACCOUNTABILITIES:

• Lead the annual succession planning and talent review process ensuring leaders have a deep understanding of critical key roles, current and future required skills, retention risks, high potential employees, and succession planning gaps.
• Support business leaders in building capabilities around talent identification, competencies and developing plans to build required critical skills for next level roles.
• Develop, implement and facilitate (as needed) innovative executive and leadership development programs to ensure our leaders have the skills and capabilities to achieve our collective strategic objectives, in alignment with our enterprise values and desired culture. This includes specialized enterprise programming such as mentorship and sponsorship to support talent objectives.
• Support the planning and execution of annual leadership conferences.
• Develop an approach to identify, track, and develop high potential talent while building programming that challenges and further develops talent, with an emphasis on linking skills gaps with developmental programming.
• Apply workforce metrics and data to understand trends, identify potential talent gaps, and develop solutions to address them.
• Work closely with Learning & Development and the broader talent and organizational development team to establish a strategy/framework to enhance talent mobility across the organization in support of individual development and business requirements.
• Understand market trends, vendor offerings, and assess whether the organization could benefit from new practices. Identify and source third-party vendors to support development objectives and complement internal programming.
• Continuously promote a development culture by actively getting to know our talent, understanding their aspirations, and staying attuned to their development needs