Duties
The Executive Office (EO) provides “one window” governance support to the CER’s Chief Executive Officer (Deputy Head), Board of Directors, and Indigenous Advisory Committee (IAC or committee).
Reporting to the Director, Executive Office, the primary responsibility of this Policy Advisor will be to lead the Secretariat for the CER’s IAC. The committee is a legislated requirement within the Canadian Energy Regulator Act, and it advises the CER’s Board of Directors on how the CER can build a renewed relationship with Indigenous peoples. Further background on the IAC, including its membership, co-developed Terms of Reference and meeting summaries can be found here https://www.cer-rec.gc.ca/en/about/who-we-are-what-we-do/organization-structure/indigenous-advisory-committee/index.html.
The Policy Advisor identifies and prioritizes files and situations for which the Board should seek IAC advice, and guides other CER staff on how to request, receive and respond to the committee’s advice. The Policy Advisor works directly with the CER’s senior leaders and the committee’s Chairperson to plan, coordinate and document IAC meetings, as well as support the balance of its membership from across the country to advance the committee’s workplan.
This important role within the Executive Office sits at the intersection of formal governance, relationship-building, and complex evolving reconciliation work at the CER. In their work supporting the committee, the Policy Advisor communicates clearly and respectfully with Indigenous leaders, handles sensitive information with discretion, and adjusts quickly when the environment demands it.
Work environment
The Canada Energy Regulator (CER) helps keep energy moving safely across Canada by reviewing projects, sharing energy information, and upholding world-class safety and environmental standards. Headquartered in Calgary, with regional offices in Montréal, Vancouver, and Yellowknife, the CER employs approximately 600 people.
Recognized as one of Canada’s Top 100 Employers, the CER is committed to a diverse, equitable, and inclusive workplace that reflects the communities we serve.
The CER is proud to be an employer of choice for Indigenous Peoples*. We support Reconciliation through meaningful actions, including access to Elders, cultural and community supports, paid and unpaid leave for traditional practices, one-on-one coaching, social and cultural events, and flexible work arrangements, including hybrid and telework options when needed.
- Indigenous Peoples refers to First Nation, Inuit, or Métis.
Intent of the process
Intent to staff one term position (approximately 2.5 years).
A pool of fully or partially qualified candidates may be created to fill similar positions at the same or lower levels, with varying language requirements, security clearances, conditions of employment, and appointment types (e.g., term, acting, assignment, or permanent). This process may also result in a permanent appointment, even for candidates appointed on a temporary basis.
Positions to be filled
1
Important messages
This position is subject to CER’s Professional Institute of the Public Service of Canada Collective Agreement.
The benefits offered may be different than those offered in the greater public service.
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.
Application Requirements:
The ability to communicate effectively in writing will be assessed throughout your application.
As part of your application, you will be required to answer screening questions related to the essential education and experience and asset qualifications. You must provide CLEAR, CONCRETE EXAMPLES with sufficient detail for each question. Responses such as “please refer to CV/résumé” will not be accepted. Applications that lack specific examples or sufficient detail may be rejected, as the Assessment Board must have enough information to determine whether the requirements are met.
Please ensure you provide a valid email address that remains active throughout the selection process. All updates, including invitations and results, will be sent by email. We encourage applicants to check their inbox and junk mail folders regularly to avoid missing important messages.
The CER requires applicants to submit their application online. Applications received via email will be rejected. Please submit your application by clicking “”.
Your application must clearly explain how you meet the following
Education: Successful completion of a bachelor's degree from a recognized university in a related field.
Learn more about degree equivalency.
Experience:
E1 Recent experience working on complex or sensitive issues in the energy sector.
E2 Significant and recent experience providing support, briefings and recommendations to senior leaders (e.g., Vice President / Director General level, Chief or above) on policy or governance matters.
E3 Experience engaging with Indigenous Peoples.
E4 Experience serving on, or directly supporting, a Board of Directors, Council or other governing body.
For the purpose of this process: *Recent experience means within approximately the last five (5) years.
** Significant experience is defined as the depth and breadth of experience normally acquired over several years of substantively more progressive and complex responsibilities.
Applied / assessed at a later date
Organization-wide Competencies:
OC1 Oral Communication ()
- Communicates clearly, concisely, and effectively verbally.
- Adapts style, mode and tone based on audience needs and reactions, and the issues being addressed.
OC2 Written Communication ()
- Communicates clearly, concisely and effectively in writing.
- Clarifies complex concepts in terms that are appropriate for the audience.
OC3 Leadership and Teamwork ()
- Seeks out opportunities and accepts stretches, challenges and opportunities to provide leadership.
- Establishes effective and professional relationships within and outside the CER with a range of parties.
OC4 Accountability and Results Orientation ()
- Pro-actively identifies potential problems and vulnerabilities and considers risks in decision-making and action.
- Understands CER objectives, issues and trends that affect the CER.
Technical Competencies:
TC1 Policy Research and Analysis ()
- Reports on findings of policy research and analysis to the organization.
- Obtains and synthesizes information from a wide range of sources.
Competency Level Definitions:
is defined as demonstrating sound understanding of the competency and ability to and contribute.
May be applied / assessed at a later date
Asset Qualifications:
AQ1: Experience with incorporating the unique circumstances and concerns of Indigenous peoples in the provision of advice to senior leaders, as it relates to linear infrastructure projects.
Organizational Needs:
In order to support employment equity, diversity, and inclusion goals and to achieve operational objectives, selection may be limited to a member of one of the following groups seeking equity: Indigenous peoples*, visible minorities, persons with disabilities, or women.
- The term Indigenous peoples includes First Nations, Inuit, and Métis.
We're committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please contact the hiring organization below to request specialized accommodation. All information received in relation to accommodation will be kept confidential.
Learn more about assessment accommodation.
