Vice-president Talent & Culture

at  Amilia

Who we are: Amilia is more than just a tech company – we’re a close-knit community made up of caring, entrepreneurial-minded individuals. Our multi-disciplinary team members will challenge and support you on every project. We care about our work, our colleagues, and our clients!
What we do: We provide an eCommerce platform for activities and recreation. Our platform enables organizations to engage and connect with their community by making it easy to find, register, and pay for activities online.
How we do what we do: We provide all our team members with the tools and flexibility they need to succeed every day. We also put an emphasis on collaboration and encourage everyone to bring new ideas to the table, even if it’s outside of your department.
Why we do what we do: We’re not just here to sell software – we want to revolutionize the way recreation organizations leverage technology. Every Amilian is incredibly invested in our mission to disrupt the status quo and help our clients achieve great things.

WHAT YOU CAN EXPECT:

We are seeking an experienced Vice President Talent and Culture for Amilia, who will be responsible for overseeing the Talent and Culture department. As an essential member of the Executive team, you will play a pivotal role in nurturing the company’s culture, enhancing organizational capabilities, and fostering a positive and inclusive workplace environment. You will also be responsible for developing and implementing Talent and Culture strategies that align with the organization’s corporate goals and objectives.

People Strategy

• Represent the Talent and Culture function as an essential member of the Executive Team;
• Ensure that all Talent and Culture programs are embedded and embraced across the organization;
• Build relationship with other members of the Executive Team to coach and support them with talent related matters;
• Craft the Organizational Design principles to enable the strategic direction and winning aspiration of the organization;
• Represent the Talent and Culture function with the Board of Directors and their Compensation Committee;
• Structure a companywide Total Compensation program ensuring competitive, equitable and distinct remuneration plan offering;

• Oversee the companywide Performance Management programs and appropriate improvements and rollout;Conduct market research to benchmark Talent and Culture programs and practices against industry standards.

Department Leadership

• Provide guidance on priorities of the Talent and Culture team;
• Provide coaching, mentoring and development support to the Manager of Talent and Culture fostering their growth;
• Prepare and maintain Talent and Culture function departmental budget;
• Communicate the corporate winning aspiration and objectives to the Talent and Culture team;
• Define team objectives and structure appropriate analytics framework to measure team’s effectiveness;
• Oversee and continuously evaluate the integration of technologies for the Talent and Culture team.

Corporate Culture

• Develop and lead a plan to embed the Amilia’s Employee Journey across the organization;
• Develop and implement a Diversity, Equity and Inclusion strategy;
• Create and deliver engaging and creative strategies to define, communicate, support and monitor the organization’s Core Values;

• Participate in professional development and networking conferences and events as an ambassador of the organization’s culture;Oversee all formal Talent and Culture communications.

Talent Acquisition

• Maintain and improve Talent Acquisition programs with the Manager of Talent and Culture and the Talent Acquisition Specialist;
• Develop and implement innovative strategies to attract top candidates;

• Monitor the creation of candidates’ pipeline based on planned contingency and new positions to be offered;Explore subsidies and grants programs to attract talents from new regions.

Employee Engagement

• Structure optimal succession planning programs for key roles of the organization;
• Establish and facilitate Career Development strategies and timelines across all functions to retain talent;
• Oversee the development and implementation of recognition programs that drive employee engagement, foster a culture of feedback, and recognize high performance;
• Develop, and implement total rewards strategies to attract and retain talent;
• Establish and oversee training, learning and development programs to drive employee engagement and performance.

Governance and Compliance

• Ensure compliance with HR data governance policies, procedures and local labor laws and regulations;

• Maintain data accuracy, privacy, and security;Monitor facilities health, safety and evacuation plans.