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				The Canada Energy Regulator (CER) works to keep energy moving safely across the country. We review energy development projects and share energy information, all while enforcing some of the strictest safety and environmental standards in the world.  Headquartered in Calgary, Alberta with regional offices in Montréal, Vancouver and Yellowknife, the CER has approximately 600 employees.   Assessment accommodation   The Federal Public Service is stronger and most effective when we reflect the diversity of the Canadian population we serve. The CER is dedicated to building and promoting a diverse, equitable and inclusive workforce, representative of all Canadians regardless of race, ethnicity, sex, age, disability, sexual orientation, gender expression, socio-economic background or lived experience. Achieving a representative and diverse workforce has been identified as an organizational need for CER and may be applied at any time during this appointment process. If this criterion is used, only those who have indicated that they are members of the specified designated group(s) will be considered. As such, first consideration for an appointment may be given to candidates who self-declare as belonging to one of the four designated employment equity groups (Persons with a disability, Indigenous Peoples*, Members of a Visible Minority, or Women). *Indigenous Peoples are people who are First Nation, Inuit or Métis.   The CER strives to be an employer of choice for Indigenous Peoples*. We are committed to implementing systemic changes within the organization, as well as supporting the individual Reconciliation journey of each person at the CER. We offer our Indigenous employees fifteen (15) hours of paid leave and twenty-two decimal five (22.5) hours of unpaid leave — that can also be made up hour for hour — per year to engage in traditional Indigenous practices. We provide access to Elders, one-on-one coaching, social and cultural events in the workplace, and opportunities to work and lead in a hybrid work model. Depending on the position, we also offer full-time telework options for Indigenous employees for whom living and working in or near their communities is critical to their identity, cultural security and the exercise of Treaty and inherent rights. To self-declare, please ensure to check off the appropriate box within the online application under the Employment Equity section. To learn more about self-declaring, we encourage you to consult the following two links to learn more about employment equity and self declaration:   Self-declare as a person with a disability   Employment equity   The CER is recognized as one of Canada's Top 100 Employers in a national competition to determine which employers lead their industries in offering exceptional workplaces for their employees.

Summary of Duties

The Director is accountable for the success of their team and for the performance of everyone on that team. The Director ensures that their team is aligned with and advances the CER’s strategic priorities. The Director ensures that their team delivers effective and efficient programs and services in accordance with the CER’s mandate.  The Director provides regulatory, policy and issues management advice and recommendations to senior management, the CEO, the Commission, and the Board of Directors. The Director ensures that internal quality measures are met.

The Director manages financial resources effectively and in accordance with their delegated authority to accomplish results and manages the human resources activities for their team including recruitment, development, managing team schedules and workload priorities, and external contracts. The Director achieves team excellence through communicating, measuring, and discussing team and individual performance expectations, personal coaching, encouraging team cohesion, fostering team development and morale, and building partnerships with other teams across the CER.

The Director thrives in a high-paced environment and is adaptable to changing priorities. The Director facilitates processes, solves problems, recommends changes in policy and approaches affecting how work is done, and continuously seeks potential improvements.

The Director may act for the Vice President in their absence.

Intent of the Purpose

This process is being conducted to staff multiple Director vacancies. 

A pool of fully or partially qualified candidates may be established because of this process, which may be used to staff other similar positions at an equivalent or lower level.  Appointments from pool could be for different tenures (deployment, permanent, acting, term) depending on the positions to be filled. 

Essential Qualifications

Official Language Proficiency: English Essential

The current vacancies are English Essential; however, we are looking to create a list of qualified candidates which may be used to staff BBB/BBB or CBC/CBC positions in the future.

Education: A university degree from a recognized university in a related field relevant to the duties of the position, or a combination of post-secondary education and experience 

Experience: Candidates are required to demonstrate (meet) essential experience criteria E1 to E4; as well as at least one additional essential experience criteria of E5 to E8.

• E1 - Significant experience in regulatory, business or policy issues in the energy sector, specifically with issues related to Canadian federal or provincial regulatory activities. 
• E2 - Significant experience in providing strategic advice, briefings and recommendations to senior officials (e.g., Vice President or above, Commission, Board of Directors, or other).
• E3 - Experience in the management of complex projects or work units involving the efforts of several people.
• E4 - Experience in a leadership role directly managing human, financial or material resources.

Additional position-specific essential experience for Energy Adjudication – Director Tolls & Tariffs Compliance:

• E5 - Experience related to the economic regulation of hydrocarbon transmission pipelines or other rate-regulated infrastructure, or regulatory compliance oversight for rate-regulated infrastructure.

Additional position-specific essential experience for Energy Adjudication – Director Public Participation:

• E6 - Experience related to engagement with the public with respect to the regulatory oversight or adjudication of hydrocarbon transmission pipelines or facilities, powerlines, or other long-linear infrastructure.

Additional position-specific essential experience for Energy Adjudication – Director Facilities Central / North:

• E7 - Experience related to the regulatory oversight or adjudication of hydrocarbon production facilities, transmission pipelines or facilities, powerlines, or other long-linear infrastructure.

Additional position-specific essential experience for System Operations Director:

• E8 - Experience related to the regulatory oversight and compliance for the construction and operation of hydrocarbon transmission pipelines or facilities, or other long-linear infrastructure, including experience in at least one of the following areas: regulatory policy and development, compliance verification, working with Indigenous Peoples on matters relating to Reconciliation.

Note: For the purpose of this process, ‘significant’ experience is defined as the depth and breadth of experience normally acquired over several years of substantively more progressive and complex responsibilities. 

Organization-wide Competencies:

• OC1 Verbal Communication - Proficiency level: Guide
• OC2 Written Communication - Proficiency level: Guide

Leadership Competencies:

• LC1 Create Vision and Strategy - Proficiency level: Apply
• LC2 Mobilize People - Proficiency level: Apply
• LC3 Collaborate with Partners and Stakeholders - Proficiency level: Apply
• LC4 Promote Innovation and Guide Change - Proficiency level: Apply
• LC5 Achieve Results - Proficiency level: Apply

Competency Level Definitions

Apply is defined as demonstrating sound understanding of the competency and ability to apply and contribute.  

Guide is defined as thorough knowledge and capability of the competency.  Able to influence and guide others in its application.

Asset Qualifications

All Positions:

• AQ1 - Experience in research, analysis, and provision of policy advice and recommendations on energy matters
• AQ2 - Experience leading selection and prioritization of initiatives or projects aligned to organizational outcomes and priorities
• AQ3 - Experience working with Indigenous Peoples on matters relating to Reconciliation
• AQ4 - Significant experience in financial management in one or more of the following areas:
  • Managing budgets and contracts
  • Contracting and procurement
• AQ5 - A graduate or post graduate degree related to the duties of the position
• AQ6 - A professional designation related to the duties of the position (e.g. CFA, CPA, P. Eng. or other)

Tolls & Tariffs Compliance:

• AQ7 - Experience using expert level knowledge of energy supply or markets in North America and abroad, energy economics, or energy analysis to provide advice to senior management

System Operations:

• AQ8 - Experience in establishing and maintaining partnerships, including consultation and collaboration, with internal and external stakeholders to deliver policy or programs
• AQ9 - Experiencing managing large projects involving multiple partners and stakeholders 

Organizational Needs

The CER is committed to building a diverse workforce reflective of Canadian society. Preference may be given to qualified candidates who self-identify from the following Employment Equity Groups: Indigenous Peoples, Visible Minorities, Persons with Disabilities and/or Women. We encourage you to indicate if you belong to one or more of the designated groups by completing the EE section in your application.

Conditions of employment

1. Willingness to undergo, successfully pass and maintain a reliability status security clearance.
   
2. Compliance with the CER’s Code of Conduct is required.
3. Must be willing and able to travel and to work overtime when required.
4. Must be willing to move within and between business units and teams, based on operational requirements and/or as individual development needs are identified.

Note: It is strongly recommended that potential applicants read and consider the CER’s Code of Conduct prior to applying. This document is available on the CER Website here. 

Application Requirements

Applicants must submit, by the closing date, a resume and respond to the application screening questions clearly demonstrating how they meet the essential qualifications related to their education and experience.  Applicants will also be asked to respond to questions related to the various asset qualifications. Asset qualification(s) may be used at any point in the selection process (screening and/or assessment). Failure to provide sufficient information will result in applicants being screened out.

Applicants must provide a valid e-mail address which is functional at all times and accepts messages from unknown users (some email systems block these types of email). We intend to communicate with applicants by e-mail for assessment purposes including sending invitations for written tests, and interviews and issuing selection process results.  

Throughout the selection process, it is your responsibility to make yourself available for all assessment dates for which you are invited. If you fail to attend any of the scheduled assessments without a justifiable reason, we will not be able to assess your qualifications which may result in your elimination from this process. This also applies to responding to invitations within the allotted timeframe.

Candidates will need to provide proof of their education prior to appointment. Candidates with foreign credentials must provide proof of Canadian equivalency. Consult the Canadian Information Centre for International Credentials for further information at https://www.cicic.ca.

Work Environment

The CER is responsible for regulating infrastructure to ensure safe and efficient delivery of energy to Canada and the world, protecting the environment, recognizing and respecting the rights of the Indigenous People of Canada, and providing timely and relevant energy information and analysis. Please see: Who we are and what we do - Our Strategic Plan www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/strategic-plan/index.html.

For more information on the CER’s governance structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/governance/index.html. 

For more information about the CER’s organization and structure, please see: www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/organization-structure/index.html.

The CER is headquartered in Calgary, Alberta, with regional offices in Montréal, Vancouver, and Yellowknife.  The CER has approximately 600 employees. There is a flexible and hybrid work environment, with options to be able to work both in the office and at home, subject to CER hybrid work guidelines.  

The CER is recognized as one of Canada's Top 100 Employers, as awarded in a national and external assessment of work environments and employee benefits.

The CER is an organization where it is possible to get to know your colleagues across many disciplines and take full advantage of the many opportunities available to connect with people who have similar interests, aptitudes, and aspirations. It is a great place to work.

Other information

1. The CER has a classification system that differs from the greater public service. This NEB-12 position is similar to an EX-01 in terms of salary range only.  The benefits offered, including relocation assistance, may be significantly different than those offered in the greater public service. These positions are subject to CER’s Professional Institute of the Public Service of Canada Collective Agreement.
2. Salary: Effective 4 July 2024 NEB12, $134,530 to $163,680.

The CER has the following forms of additional compensation that are separate from base salary, the eligibility for which is determined, in accordance with the provisions in the collective agreement or terms and conditions of employment for the duration period specified:

• annual performance pay which includes elements of individual performance and corporate performance
• annual market allowance which applies only to specified operational positions applies to this position; the allowance is paid in a single annual payment

3. Additional Resources: A resource person for candidates has been identified for those who may have questions about this selection processes, interview expectations and approaches. Please contact Laurel Sherret, Associate General Counsel at laurel.sherret@cer-rec.gc.ca or Keerat Sidhu, Associate General Counsel at keerat.sidhu@cer-rec.gc.ca with any questions.

Contact Information

Human Resources Services

 

cer.hr@cer-rec.gc.ca 

 

The CER requires applicants to submit their application online. Applications received via email will be rejected. Please submit your application by clicking “Apply Online”.

What to Expect

Sign in to your existing Vidcruiter account OR create a new Vidcruiter account using your contact information (when you register for a Vidcruiter account, you will receive an email from cer.hr@cer-rec.gc.ca).