Queen's University IRC

Strategic Workforce Planning

Building a Foundational Blueprint for Long-Term Growth

2 CREDITS

VIRTUAL LEARNING MODEL

PROGRAM OVERVIEW

An aging workforce, increased employee turnover, global workforce opportunities and a wide range of other factors are resulting in a talent shortage for many organizations. It’s clear that new approaches for recruiting, engaging and growing tomorrow’s leaders are needed for long-term growth.

Our Strategic Workforce Planning program gives you the tools to accurately assess your current situation and develop a solid succession plan that takes into account the many economic and demographic influences that can impact your workforce.

DATE, LOCATION & FEE

PROGRAM DATE LOCATION SESSIONS REGISTRATION END DATE FEE
Oct 04 - Oct 07, 2021 Virtual Details will be provided after registration. N/A $2,195

WHO SHOULD ATTEND

ORGANIZATIONAL BENEFITS

TAKEAWAY TOOLS

Download a brochure

LEARNING OUTCOMES

Learn how to:

PROGRAM DETAILS

Our Strategic Workforce Planning program gives you a deeper understanding of the various factors that affect succession planning, as well as valuable tools for enhancing existing plans or building a foundational blueprint for long-term growth.

a) Understanding Succession Planning

You’ll learn about the fundamentals of strategic workforce planning and the evolution of planning in an evolving world, with exercises that integrate relevant data into a planning framework that identifies barriers and facilitators to future growth.

b) Creating a Plan

We’ll use future-based scenarios to clearly identify potential issues that may affect your organization at the systemic level. You’ll also learn how to identify and nurture high potential employees, and where to invest in training for an optimal employee and customer experience.

c) Succession Planning in Action

Successful succession planning is deeply rooted in an organization’s operational plans and goals. You’ll learn how to incorporate your plan into your overall strategic plan and how to communicate value to employees to build engagement for future growth.

FACILITATORS AND GUEST SPEAKERS

Ian Culwick

Lead Facilitator

Catherine Stewart

Lead Facilitator
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Ian Cullwick

Ian Cullwick is a Partner with an international consulting firm, and has served as the Vice-President of HR and Organization Research at the Conference Board of Canada.


Ian specializes in governance effectiveness, performance management, human resources strategy, and organization design.  He consults to a broad cross-section of organizations in both the private and public sectors, including high technology companies, financial institutions, crown corporations, health care and not-for-profit organizations.  He is also a noted thought leader and has authored a number of articles on organization design, performance management and compensation strategy. Ian also teaches in the Executive MBA program at the Telfer School of Management.


Ian has extensive consulting, advisory and teaching experience in performance measurement and performance management.  His expertise includes assisting clients with enterprise-wide measurement strategy determination, performance management system design, implementation of related executive, corporate and team practices and processes, quality management and compensation applications, and enabling internal governance protocols including accountability frameworks and delegated authorities.


Ian has an MBA from the Ivey Business School (Western University), an MIR from the University of Toronto and an undergraduate degree from Queen’s University.  He serves on the Compensation and Performance (Standing) Committee of the Royal College of Physicians and Surgeons of Canada, and the Board of Directors of Bradburn Securities.  Ian is a former member of the Children’s Hospital of Eastern Ontario’s Board of Trustees, and is the former Chair of the Board of the Ottawa YMCA.

Catherine Stewart

Catherine (Cathy) Stewart has extensive experience as a business leader and human resources executive with an excellent reputation for building relationships, and collaborating with senior leadership and cross functional teams in organizations to develop and implement HR strategies and best practice HR programs, systems and processes that are aligned with and support their business strategies. As a trusted HR advisor, Cathy has supported business executives and front-line managers through challenging organizational and structural changes and has launched many new initiatives and held several unique HR roles. She is recognized as someone who “gets things done” to meet the HR operational requirements of the business and drive significant change, when required.

Cathy has led the HR function for small and mid-size organizations and held HR leadership positions with large multi-national organizations in the financial services, high tech/ telecommunications, business services and national and international sport sectors. Cathy recently retired as the Executive Director, Human Resources for the Canadian Olympic Committee (COC). Following a major review of the organization in 2015 Cathy successfully led the transition of the COC and Canadian Olympic Foundation (COF) to being recognized in 2020 as one of Canada’s Best Workplaces and certified as a Great Place to Work by the Great Place to Work Institute© in 2019 and 2020. Among her many accomplishments at the COC/COF, Cathy developed and facilitated a semi-annual leadership and senior leadership team succession planning process to identify and develop high potential and emerging leaders for both organizations, and to mitigate attrition and leadership risks identified through the organization’s enterprise risk management framework. Cathy is now working as an independent HR consultant, assisting organizations across a spectrum of HR functional areas.

Cathy has a Physical Education undergrad degree and MBA with a focus on Organizational Behaviour from York University.  She is a Certified Human Resources Leader (CHRL) and has facilitated programs for the Life Office Management Association (LOMA) and the Human Resources Professional Association of Ontario (HRPA).