ABOUT CANCERCARE MANITOBA Visit to learn more about our client
Below is an excerpt from the Profile. For the full profile visit CancerCare Manitoba - President and CEO
ABOUT THE PRESIDENT & CHIEF EXECUTIVE OFFICER
The President & Chief Executive Officer (CEO) is responsible for driving the strategic direction, operational excellence, and overall success of the organization. This role requires a passionate leader with a deep commitment to improving cancer care and patient outcomes. The CEO will implement the agency's long-term strategic plan, ensuring alignment with the mission and vision of CCMB. They will oversee daily operations to ensure the efficient and effective delivery of cancer care services. Additionally, the CEO will manage the agency's financial health, including budgeting and resource allocation. Building and maintaining strong relationships with key stakeholders, including patients, families, healthcare providers, and community partners, will be essential. The CEO will also drive innovation in cancer care practices and expand the agency's reach and impact. Furthermore, the CEO will oversee the research institute, ensuring that cutting-edge research and clinical trials are integrated into patient care. Finally, they will inspire and lead a diverse team of professionals, fostering a culture of collaboration, excellence, and continuous improvement.
The CEO works closely with members of the executive team to communicate key care standards and goals and to best align physician activities in support of patient services, partnerships, and ancillary services. In collaboration with the executive team, the CEO has overall responsibility for planning, developing, coordinating, and evaluating clinical programs to ensure equitable and culturally responsive, patient- and community-centered high-quality care and improved access to care and improved outcomes in cancer and blood disorders throughout Manitoba.
The CEO will provide leadership to create and sustain a high-performance organization, based on a commitment to high-quality care, the needs of the patient, continuous improvement, and accountability.
KEY LEADERSHIP ACCOUNTABILITIES
Accountability 1: Strategic and Operational Planning Accountability 2: Quality of Patient Care Accountability 3: Financial and Organizational Performance Accountability 4: Stakeholder, Partner, and Public Relations Accountability 5: Research and Innovation Accountability 6: Human Resources Leadership and Governance
EDUCATION AND EXPERIENCE REQUIREMENTS
The President & Chief Executive Officer of CCMB holds a pivotal role in leading the organization towards achieving its mission of providing high-quality cancer care. This position requires strong leadership skills, the ability to foster a high-performance environment, and experience in a multidisciplinary and complex healthcare setting. The ideal candidate should be a systems-thinker with broad strategic planning abilities and the vision to address evolving challenges in cancer care delivery. They must be capable of motivating and engaging team members, collaborating with community partners, and making difficult decisions when necessary. Strong financial acumen and planning are critical, given the increasing accountabilities to public sector stakeholders and private donors, alongside finite resources.
The ideal candidate should have extensive senior leadership experience, combined with an advanced degree in business, public administration or medicine. They should have demonstrated leadership experience in a multidisciplinary healthcare environment and the ability to engage and influence a wide range of stakeholders. Experience in the healthcare industry is required, and clinical experience would be an asset. Ideally, the candidate should have 10 years of executive-level experience in large organizations with full responsibility for financial, human resource, and operational performance. A solid understanding of healthcare policy, programming, performance, and funding accountability, as well as experience in an integrated healthcare system, would be beneficial. As the provincial authority, CCMB's expanded responsibilities and accountability necessitate a profound depth of skills and experience that extend beyond the services provided at the many locations. This role demands a comprehensive understanding of the provincial healthcare landscape and the capability to navigate complex regulatory and operational challenges.
The desired CEO embodies a unique blend of qualities essential for leading CCMB. This individual is highly competent, demonstrating exceptional business and financial acumen, and a proven track record of strategic thinking and successful outcomes. They possess a depth of understanding in healthcare policy, programming, and integrated healthcare systems, which allows them to navigate complex challenges effectively. The CEO should have a successful track record of navigating political and multi-stakeholder issues, implementing progressive change management strategies, and using exceptional communication approaches to achieve organizational goals. They should be an influencer and networker with the ability to lead and mentor senior leaders, inspire and engage staff and stakeholders, and support a Board or governing body.
As a collaborator, the CEO excels in engaging and influencing a wide range of stakeholders, both internal and external. They are a skilled communicator, able to articulate the organization's vision and goals clearly and persuasively. Their charisma and ability to inspire teamwork make them a natural champion, motivating and engaging team members to achieve shared objectives. The CEO is also an innovative thinker, constantly seeking new ways to promote transformation and integration within the organization. They possess strong emotional intelligence, enabling them to connect with staff and stakeholders on a personal level, fostering a supportive and inclusive environment. As a listener, they value input from others and make informed decisions based on a consultative management style. Integrity is a cornerstone of their leadership, as they consistently speak the truth and uphold the highest ethical standards. Their ability to mentor and develop senior leaders, combined with their experience in leading strategic change, ensures that CCMB remains at the forefront of cancer care delivery.
We are seeking a visionary and dynamic President & Chief Executive Officer to lead this esteemed cancer care agency.
We ask those individuals with an interest in further exploring this exciting opportunity to contact:
LILLIAN WONG, Director, Executive Search and Recruitment MNP LLP Email:
Reports To: Dakota Ojibway Tribal Council Police Commission Organization: Manitoba First Nations Police Service Date: April 2025
Below is an excerpt from the Profile. For the full profile visit - MFNPS - Chief of Police
MANITOBA FIRST NATIONS POLICE SERVICE
“ To serve and protect our communities and neighbours, while upholding the highest standards of professionalism, and honouring our customs and traditions.”
The members of the Manitoba First Nations Police Service (MFNPS) proudly serve First Nation communities throughout Manitoba. In doing this, they are guided by the understanding that First Nations communities are unique, and their needs vary from community to community.
They believe that policing is more than the enforcement of laws. It is also about finding creative ways to deal with the many challenges facing their communities. As a result, their approach to building public safety is rooted in developing meaningful partnerships with stakeholders who share our vision and who represent the community. In all they do, they maintain a deep respect for First Nations customs and traditions, and have built their processes and policies around these traditions.
As a police service, they are held to a high professional standard and are accountable to the governing Police Commission. The sworn and civilian members have a vested interest in the safety and wellbeing of the 10 First Nation communities currently served by the MFNPS.
The Manitoba First Nations Police Service prides itself on being focused on community engagement and on building strong relationships within the community. It is this focus that makes Manitoba First Nations Police Service the natural choice for First nations communities in Manitoba!
ABOUT THE CHIEF OF POLICE
The Chief of Police provides strategic direction and leadership to the Manitoba First Nations Police Service (MFNPS) and ensures the seamless delivery of services to the community. The Chief of Police is the highest-ranking officer within the MFNPS, responsible for the overall leadership, strategic direction, and management of the police service. This role ensures the delivery of effective, culturally sensitive, and community-focused policing services to the First Nations communities served by MFNPS. Key responsibilities include providing visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. The Chief of Police promotes and implements community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. Additionally, the Chief oversees all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response.
KEY LEADERSHIP ACCOUNTABILITIES
Leadership and Employee Development: Provide visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. Develop and implement long-term strategic plans that align with the goals and values of the First Nations communities. Mentor and support senior officers and staff, promoting a positive and inclusive work environment. Supports an environment that encourages creative thinking and innovation; stimulates others to learn, and inspires others to perform to their highest potential. Manages appropriate succession and training plans and ensures employees are sufficiently developed to perform their duties. Influences and inspires others to achieve goals and objectives. Endorses employee wellness initiatives to promote physical, mental, and emotional well-being. Demonstrates a commitment to the organization by actively participating in committees, programs, and organizational initiatives.
Community Policing: Promote and implement community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. Engage with community leaders, elders, and members to build trust and collaboration. Develop programs and initiatives that address community-specific issues such as youth engagement, substance abuse prevention, and mental health support.
Operational Oversight: Oversee all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response. Ensure that all police operations are conducted in a manner that respects the rights and dignity of individuals. Implement and monitor performance metrics to ensure the effectiveness and efficiency of police operations.
Policy Development: Develop and implement policies and procedures that align with best practices in Indigenous policing and ensure compliance with legal and regulatory requirements. Regularly review and update policies to reflect changes in legislation, community needs, and policing standards. Ensure that all members of the police service are trained and informed about new policies and procedures.
Stakeholder Engagement: Build and maintain strong relationships with community leaders, government agencies, and other stakeholders to enhance collaboration and support for policing initiatives. Represent the MFNPS at public events, meetings, and conferences to advocate for the needs and interests of the First Nations communities. Collaborate with other law enforcement agencies to share resources, information, and best practices.
Financial Management: Manage the police service's budget, ensuring the efficient allocation of resources and fiscal responsibility. Identify and pursue funding opportunities to support community policing initiatives and operational needs. Ensure transparency and accountability in financial reporting and expenditure.
Training and Development: Ensure ongoing training and professional development for all members of the police service to maintain high standards of performance and service delivery. Develop and implement training programs that address the specific needs and challenges of policing in First Nations communities. Promote a culture of continuous learning and improvement within the police service.
Crisis Management: Lead the police service in responding to critical incidents and emergencies, ensuring the safety and security of the communities served. Develop and implement emergency response plans and protocols. Coordinate with other emergency services and agencies to provide a comprehensive and effective response to crises.
EDUCATION, EXPERIENCE AND COMPETENCY REQUIREMENTS
The ideal candidate for the Chief of Police position at the MFNPS should possess extensive experience in law enforcement, with a minimum of 10 years in a senior leadership role. This experience should include a proven track record of successful community-based policing and engagement with Indigenous communities. The candidate must have a strong understanding of the cultural, social, and legal issues affecting First Nations communities, demonstrating a commitment to culturally sensitive and community-focused policing. Excellent leadership, communication, and interpersonal skills are essential, as the Chief of Police will need to inspire and guide the police service while building strong relationships with community leaders and stakeholders. The candidate should also have the ability to develop and implement strategic plans and policies that align with best practices in Indigenous policing. Financial acumen and experience managing budgets are crucial, as the role involves overseeing the police service's financial resources. Above all, the candidate must uphold the highest standards of integrity, ethics, and professionalism, ensuring that the MFNPS operates with transparency, accountability, and respect for the rights and dignity of all individuals.
Candidates must demonstrate a deep understanding of First Nations cultures, traditions, and values, integrating this knowledge into all aspects of policing. They should embody cultural safety and competency through respectful communication, culturally appropriate conflict resolution, and the inclusion of community values in decision-making processes. Additionally, candidates should be able to apply trauma-informed principles, recognizing the impact of trauma on individuals and communities, and approach policing with empathy and sensitivity. This includes creating safe spaces for community members, offering support services for those affected by trauma, and training officers to recognize and respond to signs of trauma. Continuous training and professional development in cultural safety, competency, and trauma-informed principles are essential, ensuring that all members of the police service are well-equipped to serve First Nations communities effectively and respectfully.
A valid and subsisting Class 4 Province of Manitoba driver's license is a requirement.
If you are an energetic and community-minded leader, please submit your resume to:
Lillian Wong, Director, Executive Search
ABOUT MANITOBA HYDRO
A provincial Crown Corporation, Manitoba Hydro is one of the largest electricity and natural gas distribution utilities in Canada and a leader in the generation, transmission and distribution of clean, renewable hydroelectricity and the distribution of reliable, affordable natural gas. Manitoba Hydro is a key driver of Manitoba’s economy and its performance impacts all Manitobans.
In addition to providing electricity and natural gas to customers across Manitoba, Manitoba Hydro exports electricity in three wholesale markets in Canada and the mid-western United States. Nearly all the electricity Manitoba Hydro produces each year is renewable hydro power, generated using the province’s abundant water resources. It generates electricity at 15 hydroelectric generating stations primarily on the Winnipeg, Saskatchewan and Nelson rivers.
As a provincial Crown Corporation, Manitoba Hydro remains committed to its role as a public utility, serving the needs of citizens and playing a crucial role within the Manitoba community. While ensuring its position as a trusted institution, Manitoba Hydro will continue to prioritize public ownership and management of energy generation and transmission resources.
ABOUT THE POSITION
Reporting to the Vice President, People, Safety, Health and Environment and as a key member of the leadership team, the Director, People Services and Operations will be responsible for developing and integrating strategic HR programs and systems and overseeing the functions of the following departments - Employee & Labour Relations, Total Rewards, Employee Experience Services, and Occupational Health & Disability Management. The successful candidate will be a results driven and relationship-focused people leader who brings creativity, innovation, enthusiasm and a sense of urgency to the role. This is a role for a candidate who is inspired by building new systems and bringing new ways of working as a strategic partner to the rest of the enterprise.
KEY LEADERSHIP ACCOUNTABILITIES
Collective Bargaining Strategy and Negotiation Enhance the current Collective Bargaining Strategy and Framework. Successfully negotiate new collective agreements with Manitoba Hydro's valued Associations and Unions, fostering positive labor relations.
Total Rewards Philosophy and Strategy Development Develop and implement Manitoba Hydro's Total Rewards Philosophy and Strategy, including establishing guiding principles and creating a prioritized roadmap for future programming and policies. Facilitate the delivery of the Total Rewards Strategy, ensuring alignment with organizational goals and employee needs.
Employee Services, Relation and Engagement Oversee the team responsible for delivering high-quality service to employee inquiries, ensuring timely and accurate management of employee master data and payroll, and delivering strategic data analysis and reporting to support decision-making. Strengthen relationships with all employee groups and their leadership through focused Employee Experience engagements. Work collaboratively with the enterprise and within the Business Unit to create excellent employee experiences. Integrate all human resource programming to ensure a cohesive and supportive work environment.
Occupational Health, Disability Management, Safety and Wellness Lead the areas responsible for occupational health, disability management, and wellness programs. Ensure positive employee outcomes through effective management and support of these areas. Proactively engage in understanding safety performance and culture, identifying key drivers. Positively influence overall safety performance and culture through targeted initiatives and programs.
Leadership and Support Guide the divisional team to provide support to front-line and middle leaders. Ensure fair and balanced outcomes for employees, promoting a positive work environment. Promote a culture of continuous evaluation and process improvement. Foster a culture of open communication and mutual respect. Identify opportunities for enhancing efficiency and effectiveness in all areas of responsibility.
EDUCATION, EXPERIENCE AND QUALIFICATIONS
Education: A university degree in an appropriate discipline complemented by a minimum of ten years of progressive leadership experience. An equivalent combination of related education and experience may be considered.
HR Competency Areas: Demonstrated knowledge and expertise in a wide variety of HR competency areas with a specific focus on Labour Relations and Total Rewards and the development and delivery of agile strategies and successful results.
Collective Bargaining: Extensive experience negotiating collective agreements and providing leadership and direction in a centralized Human Resources delivery model in a large, complex unionized environment.
Strategy Development: Experience defining, planning, and shaping strategies and initiatives that set direction for a business unit or function.
Team and Culture Building: Proven track record of attracting and building strong and diverse leadership teams, aligning large groups of people, and creating a highly engaged, winning culture.
Managing External Interested Parties: Experience with key external stakeholders, such as regulatory bodies, suppliers, government agencies, industry groups, etc., to advance organizational priorities.
Enterprise Initiative: Experience leading critical enterprise-wide initiatives that involved mobilizing people and resources across the organization.
Leading Change & Transformation: Experience identifying the need for change and sponsoring and championing change and transformation effectively (i.e., actively participating, building support for change, and providing resources).
We ask those individuals with an interest in further exploring this exciting opportunity to contact:
LILLIAN WONG, Director, Executive Search and Recruitment MNP LLP Email:
Reports To: Dakota Ojibway Tribal Council Police Commission
Organization: Manitoba First Nations Police Service
Date: April 2025
Below is an excerpt from the Profile. For the full profile visit - MFNPS - Chief of Police
MANITOBA FIRST NATIONS POLICE SERVICE
" To serve and protect our communities and neighbours, while upholding the highest standards of professionalism, and honouring our customs and traditions."
The members of the Manitoba First Nations Police Service (MFNPS) proudly serve First Nation communities throughout Manitoba. In doing this, they are guided by the understanding that First Nations communities are unique, and their needs vary from community to community.
They believe that policing is more than the enforcement of laws. It is also about finding creative ways to deal with the many challenges facing their communities. As a result, their approach to building public safety is rooted in developing meaningful partnerships with stakeholders who share our vision and who represent the community.
In all they do, they maintain a deep respect for First Nations customs and traditions, and have built their processes and policies around these traditions.
As a police service, they are held to a high professional standard and are accountable to the governing Police Commission. The sworn and civilian members have a vested interest in the safety and wellbeing of the 10 First Nation communities currently served by the MFNPS.
The Manitoba First Nations Police Service prides itself on being focused on community engagement and on building strong relationships within the community. It is this focus that makes Manitoba First Nations Police Service the natural choice for First nations communities in Manitoba!
ABOUT THE CHIEF OF POLICE
The Chief of Police provides strategic direction and leadership to the Manitoba First Nations Police Service (MFNPS) and ensures the seamless delivery of services to the community. The Chief of Police is the highest-ranking officer within the MFNPS, responsible for the overall leadership, strategic direction, and management of the police service. This role ensures the delivery of effective, culturally sensitive, and community-focused policing services to the First Nations communities served by MFNPS. Key responsibilities include providing visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. The Chief of Police promotes and implements community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. Additionally, the Chief oversees all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response.
KEY LEADERSHIP ACCOUNTABILITIES
Leadership and Employee Development: Provide visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. Develop and implement long-term strategic plans that align with the goals and values of the First Nations communities. Mentor and support senior officers and staff, promoting a positive and inclusive work environment. Supports an environment that encourages creative thinking and innovation; stimulates others to learn, and inspires others to perform to their highest potential. Manages appropriate succession and training plans and ensures employees are sufficiently developed to perform their duties. Influences and inspires others to achieve goals and objectives. Endorses employee wellness initiatives to promote physical, mental, and emotional well-being. Demonstrates a commitment to the organization by actively participating in committees, programs, and organizational initiatives. Community Policing: Promote and implement community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. Engage with community leaders, elders, and members to build trust and collaboration. Develop programs and initiatives that address community-specific issues such as youth engagement, substance abuse prevention, and mental health support. Operational Oversight: Oversee all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response. Ensure that all police operations are conducted in a manner that respects the rights and dignity of individuals. Implement and monitor performance metrics to ensure the effectiveness and efficiency of police operations. Policy Development: Develop and implement policies and procedures that align with best practices in Indigenous policing and ensure compliance with legal and regulatory requirements. Regularly review and update policies to reflect changes in legislation, community needs, and policing standards. Ensure that all members of the police service are trained and informed about new policies and procedures. Stakeholder Engagement: Build and maintain strong relationships with community leaders, government agencies, and other stakeholders to enhance collaboration and support for policing initiatives. Represent the MFNPS at public events, meetings, and conferences to advocate for the needs and interests of the First Nations communities. Collaborate with other law enforcement agencies to share resources, information, and best practices. Financial Management: Manage the police service's budget, ensuring the efficient allocation of resources and fiscal responsibility. Identify and pursue funding opportunities to support community policing initiatives and operational needs. Ensure transparency and accountability in financial reporting and expenditure. Training and Development: Ensure ongoing training and professional development for all members of the police service to maintain high standards of performance and service delivery. Develop and implement training programs that address the specific needs and challenges of policing in First Nations communities. Promote a culture of continuous learning and improvement within the police service. Crisis Management: Lead the police service in responding to critical incidents and emergencies, ensuring the safety and security of the communities served. Develop and implement emergency response plans and protocols. Coordinate with other emergency services and agencies to provide a comprehensive and effective response to crises. EDUCATION, EXPERIENCE AND COMPETENCY REQUIREMENTS
The ideal candidate for the Chief of Police position at the MFNPS should possess extensive experience in law enforcement, with a minimum of 10 years in a senior leadership role. This experience should include a proven track record of successful community-based policing and engagement with Indigenous communities. The candidate must have a strong understanding of the cultural, social, and legal issues affecting First Nations communities, demonstrating a commitment to culturally sensitive and community-focused policing. Excellent leadership, communication, and interpersonal skills are essential, as the Chief of Police will need to inspire and guide the police service while building strong relationships with community leaders and stakeholders. The candidate should also have the ability to develop and implement strategic plans and policies that align with best practices in Indigenous policing. Financial acumen and experience managing budgets are crucial, as the role involves overseeing the police service's financial resources. Above all, the candidate must uphold the highest standards of integrity, ethics, and professionalism, ensuring that the MFNPS operates with transparency, accountability, and respect for the rights and dignity of all individuals.
Candidates must demonstrate a deep understanding of First Nations cultures, traditions, and values, integrating this knowledge into all aspects of policing. They should embody cultural safety and competency through respectful communication, culturally appropriate conflict resolution, and the inclusion of community values in decision-making processes. Additionally, candidates should be able to apply trauma-informed principles, recognizing the impact of trauma on individuals and communities, and approach policing with empathy and sensitivity. This includes creating safe spaces for community members, offering support services for those affected by trauma, and training officers to recognize and respond to signs of trauma. Continuous training and professional development in cultural safety, competency, and trauma-informed principles are essential, ensuring that all members of the police service are well-equipped to serve First Nations communities effectively and respectfully.
A valid and subsisting Class 4 Province of Manitoba driver's license is a requirement.
If you are an energetic and community-minded leader, please submit your resume to:
Lillian Wong, Director, Executive Search
ABOUT CANCERCARE MANITOBA Visit to learn more about our client
Below is an excerpt from the Profile. For the full profile visit CancerCare Manitoba - President and CEO
ABOUT THE PRESIDENT & CHIEF EXECUTIVE OFFICER
The President & Chief Executive Officer (CEO) is responsible for driving the strategic direction, operational excellence, and overall success of the organization. This role requires a passionate leader with a deep commitment to improving cancer care and patient outcomes. The CEO will implement the agency's long-term strategic plan, ensuring alignment with the mission and vision of CCMB. They will oversee daily operations to ensure the efficient and effective delivery of cancer care services. Additionally, the CEO will manage the agency's financial health, including budgeting and resource allocation. Building and maintaining strong relationships with key stakeholders, including patients, families, healthcare providers, and community partners, will be essential. The CEO will also drive innovation in cancer care practices and expand the agency's reach and impact. Furthermore, the CEO will oversee the research institute, ensuring that cutting-edge research and clinical trials are integrated into patient care. Finally, they will inspire and lead a diverse team of professionals, fostering a culture of collaboration, excellence, and continuous improvement.
The CEO works closely with members of the executive team to communicate key care standards and goals and to best align physician activities in support of patient services, partnerships, and ancillary services. In collaboration with the executive team, the CEO has overall responsibility for planning, developing, coordinating, and evaluating clinical programs to ensure equitable and culturally responsive, patient- and community-centered high-quality care and improved access to care and improved outcomes in cancer and blood disorders throughout Manitoba.
The CEO will provide leadership to create and sustain a high-performance organization, based on a commitment to high-quality care, the needs of the patient, continuous improvement, and accountability.
KEY LEADERSHIP ACCOUNTABILITIES
Accountability 1: Strategic and Operational Planning Accountability 2: Quality of Patient Care Accountability 3: Financial and Organizational Performance Accountability 4: Stakeholder, Partner, and Public Relations Accountability 5: Research and Innovation Accountability 6: Human Resources Leadership and Governance
EDUCATION AND EXPERIENCE REQUIREMENTS
The President & Chief Executive Officer of CCMB holds a pivotal role in leading the organization towards achieving its mission of providing high-quality cancer care. This position requires strong leadership skills, the ability to foster a high-performance environment, and experience in a multidisciplinary and complex healthcare setting. The ideal candidate should be a systems-thinker with broad strategic planning abilities and the vision to address evolving challenges in cancer care delivery. They must be capable of motivating and engaging team members, collaborating with community partners, and making difficult decisions when necessary. Strong financial acumen and planning are critical, given the increasing accountabilities to public sector stakeholders and private donors, alongside finite resources.
The ideal candidate should have extensive senior leadership experience, combined with an advanced degree in business, public administration or medicine. They should have demonstrated leadership experience in a multidisciplinary healthcare environment and the ability to engage and influence a wide range of stakeholders. Experience in the healthcare industry is required, and clinical experience would be an asset. Ideally, the candidate should have 10 years of executive-level experience in large organizations with full responsibility for financial, human resource, and operational performance. A solid understanding of healthcare policy, programming, performance, and funding accountability, as well as experience in an integrated healthcare system, would be beneficial. As the provincial authority, CCMB's expanded responsibilities and accountability necessitate a profound depth of skills and experience that extend beyond the services provided at the many locations. This role demands a comprehensive understanding of the provincial healthcare landscape and the capability to navigate complex regulatory and operational challenges.
The desired CEO embodies a unique blend of qualities essential for leading CCMB. This individual is highly competent, demonstrating exceptional business and financial acumen, and a proven track record of strategic thinking and successful outcomes. They possess a depth of understanding in healthcare policy, programming, and integrated healthcare systems, which allows them to navigate complex challenges effectively. The CEO should have a successful track record of navigating political and multi-stakeholder issues, implementing progressive change management strategies, and using exceptional communication approaches to achieve organizational goals. They should be an influencer and networker with the ability to lead and mentor senior leaders, inspire and engage staff and stakeholders, and support a Board or governing body.
As a collaborator, the CEO excels in engaging and influencing a wide range of stakeholders, both internal and external. They are a skilled communicator, able to articulate the organization's vision and goals clearly and persuasively. Their charisma and ability to inspire teamwork make them a natural champion, motivating and engaging team members to achieve shared objectives. The CEO is also an innovative thinker, constantly seeking new ways to promote transformation and integration within the organization. They possess strong emotional intelligence, enabling them to connect with staff and stakeholders on a personal level, fostering a supportive and inclusive environment. As a listener, they value input from others and make informed decisions based on a consultative management style. Integrity is a cornerstone of their leadership, as they consistently speak the truth and uphold the highest ethical standards. Their ability to mentor and develop senior leaders, combined with their experience in leading strategic change, ensures that CCMB remains at the forefront of cancer care delivery.
We are seeking a visionary and dynamic President & Chief Executive Officer to lead this esteemed cancer care agency.
We ask those individuals with an interest in further exploring this exciting opportunity to contact:
LILLIAN WONG, Director, Executive Search and Recruitment MNP LLP Email:
ABOUT MANITOBA HYDRO
A provincial Crown Corporation, Manitoba Hydro is one of the largest electricity and natural gas distribution utilities in Canada and a leader in the generation, transmission and distribution of clean, renewable hydroelectricity and the distribution of reliable, affordable natural gas. Manitoba Hydro is a key driver of Manitoba's economy and its performance impacts all Manitobans.
In addition to providing electricity and natural gas to customers across Manitoba, Manitoba Hydro exports electricity in three wholesale markets in Canada and the mid-western United States. Nearly all the electricity Manitoba Hydro produces each year is renewable hydro power, generated using the province's abundant water resources. It generates electricity at 15 hydroelectric generating stations primarily on the Winnipeg, Saskatchewan and Nelson rivers.
As a provincial Crown Corporation, Manitoba Hydro remains committed to its role as a public utility, serving the needs of citizens and playing a crucial role within the Manitoba community. While ensuring its position as a trusted institution, Manitoba Hydro will continue to prioritize public ownership and management of energy generation and transmission resources.
ABOUT THE POSITION
Reporting to the Vice President, People, Safety, Health and Environment and as a key member of the leadership team, the Director, People Services and Operations will be responsible for developing and integrating strategic HR programs and systems and overseeing the functions of the following departments - Employee & Labour Relations, Total Rewards, Employee Experience Services, and Occupational Health & Disability Management. The successful candidate will be a results driven and relationship-focused people leader who brings creativity, innovation, enthusiasm and a sense of urgency to the role. This is a role for a candidate who is inspired by building new systems and bringing new ways of working as a strategic partner to the rest of the enterprise.
KEY LEADERSHIP ACCOUNTABILITIES
Collective Bargaining Strategy and Negotiation Enhance the current Collective Bargaining Strategy and Framework. Successfully negotiate new collective agreements with Manitoba Hydro's valued Associations and Unions, fostering positive labor relations.
Total Rewards Philosophy and Strategy Development Develop and implement Manitoba Hydro's Total Rewards Philosophy and Strategy, including establishing guiding principles and creating a prioritized roadmap for future programming and policies. Facilitate the delivery of the Total Rewards Strategy, ensuring alignment with organizational goals and employee needs.
Employee Services, Relation and Engagement Oversee the team responsible for delivering high-quality service to employee inquiries, ensuring timely and accurate management of employee master data and payroll, and delivering strategic data analysis and reporting to support decision-making. Strengthen relationships with all employee groups and their leadership through focused Employee Experience engagements. Work collaboratively with the enterprise and within the Business Unit to create excellent employee experiences. Integrate all human resource programming to ensure a cohesive and supportive work environment.
Occupational Health, Disability Management, Safety and Wellness Lead the areas responsible for occupational health, disability management, and wellness programs. Ensure positive employee outcomes through effective management and support of these areas. Proactively engage in understanding safety performance and culture, identifying key drivers. Positively influence overall safety performance and culture through targeted initiatives and programs.
Leadership and Support Guide the divisional team to provide support to front-line and middle leaders. Ensure fair and balanced outcomes for employees, promoting a positive work environment. Promote a culture of continuous evaluation and process improvement. Foster a culture of open communication and mutual respect. Identify opportunities for enhancing efficiency and effectiveness in all areas of responsibility.
EDUCATION, EXPERIENCE AND QUALIFICATIONS
Education: A university degree in an appropriate discipline complemented by a minimum of ten years of progressive leadership experience. An equivalent combination of related education and experience may be considered.
HR Competency Areas: Demonstrated knowledge and expertise in a wide variety of HR competency areas with a specific focus on Labour Relations and Total Rewards and the development and delivery of agile strategies and successful results.
Collective Bargaining: Extensive experience negotiating collective agreements and providing leadership and direction in a centralized Human Resources delivery model in a large, complex unionized environment.
Strategy Development: Experience defining, planning, and shaping strategies and initiatives that set direction for a business unit or function.
Team and Culture Building: Proven track record of attracting and building strong and diverse leadership teams, aligning large groups of people, and creating a highly engaged, winning culture.
Managing External Interested Parties: Experience with key external stakeholders, such as regulatory bodies, suppliers, government agencies, industry groups, etc., to advance organizational priorities.
Enterprise Initiative: Experience leading critical enterprise-wide initiatives that involved mobilizing people and resources across the organization.
Leading Change & Transformation: Experience identifying the need for change and sponsoring and championing change and transformation effectively (i.e., actively participating, building support for change, and providing resources).
We ask those individuals with an interest in further exploring this exciting opportunity to contact:
LILLIAN WONG, Director, Executive Search and Recruitment MNP LLP Email:
MNP Executive Search & Professional RecruitmentBrandon, the second-largest city in Manitoba, is known for its welcoming and diverse community. As Western Manitoba’s industrial and commercial hub, it boasts a range of dining, shopping, and employment options. The city is dedicated to innovation and sustainability, providing senior executives with opportunities to lead groundbreaking projects in urban development, environmental stewardship, and economic resilience. In Brandon, you'll find a supportive environment where your vision can thrive and make a lasting impact on the city's transformation while being part of a community that values progress and collaboration.The City Manager is the chief administrative officer for The City of Brandon Corporation, reporting to City Council. This role involves serving as the primary link between Council and Administration, guiding strategic direction based on trends and best practices, and working with various levels of government and community organizations.Key Responsibilities:Strategic Planning: Develop and lead the City's strategic plan, ensuring alignment with stakeholder needs and organizational goals.Engagement: Build and maintain relationships with stakeholders, represent the City in various forums, and foster effective communication and collaboration.Leadership and People Management: Provide leadership on sensitive projects, oversee labor negotiations, and manage senior staff performance and appointments.Management and Administration: Direct data analysis, improve management systems, ensure effective information flow, and handle resource management and conflict.Education and Experience Requirements:Bachelor’s degree in public administration, business administration, political science, or related field (Master’s degree preferred).Minimum of 10 years of progressively responsible experience in the public sector, with at least 5 years in a leadership role.Proven experience in managing large, complex organizations, fiscal management, strategic planning, and policy development.Strong understanding of municipal government, organizational behavior, and relevant legislation.Competency Requirements:Integrity and Accountability: Demonstrate principle-centered decision-making and responsibility.Diversity and Inclusion: Promote and support diversity within the organization and community.Change Management: Lead organizational change, communicate vision, and support adaptation to new challenges.Community Engagement: Foster positive relationships with the community and manage public relations effectively.Ethical Accountability: Uphold high standards of ethics and accountability.Strategic Thinking: Encourage and model strategic thinking and flexibility.Compensation:Benefits: Defined Benefit Pension Plan, disability and life insurance, comprehensive health plan.Application Process:Submit resumes to Lillian Wong, Director, Executive Search, at Lillian.Wong@mnp.ca.The City of Brandon is committed to an inclusive environment and will accommodate applicants under the Accessibility for Manitobans Act (AMA).Candidates who are a member of an employment equity group are encouraged to self-declare on their application.Only shortlisted candidates will be contacted. #J-18808-Ljbffr
