Duties
Group Leader, Indigenous Cultural CompetencyReporting to the Director, Indigenous Cultural Competency within the IRRBU, the Group Leader manages a high performing team and provides strategic leadership to advance Indigenous Cultural Competency and Reconciliation across the CER. The role oversees initiatives related to organizational policy and practice, Indigenous recruitment and retention, awareness programming, procurement, Elders in Residence, and engagement, while supporting co development with Indigenous partners and whole of government Reconciliation efforts.Group Leader, Policy and CoordinationReporting to the Director, Policy and Coordination, the Group Leader manages a professional team responsible for advancing the CER’s Reconciliation agenda, including implementation of the United Nations Declaration Act and Action Plan Measure Shared Priority 34 (APM SP 34). The role supports governance and implementation planning, provides technical and process guidance, manages resources and performance, and may act for the Director as required.Group Leader, Crown ConsultationReporting to the Director, Crown Consultation, the Group Leader oversees Crown consultation activities for CER project applications and coordinates consultation on behalf of the Government of Canada. The role manages a team of consultation practitioners, provides expert advice informed by policy and jurisprudence, and supports planning, coordination, and resource management.All Group Leaders represent the CER externally, including during Indigenous engagement activities and interdepartmental forums, and provide leadership in advancing the CER’s Reconciliation efforts.

Work environment
The Canada Energy Regulator 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 500 employees. 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.

Intent of the process
This process is anticipatory. 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 within Canada Energy Regulator (e.g., term, acting, assignment, deployment or indeterminate). Intent to staff: 2 temporary positions (1 year)

Positions to be filled
2

Important messages
1. The CER has a classification system that differs from the greater public service. This NEB 11 position is similar to an EC07 in terms of salary range only. The benefits offered, including relocation assistance, may be significantly different than those offered in the greater public service. This position is subject to CER’s Professional Institute of the Public Service of Canada Collective Agreement.2. Salary: Effective 1 Nov 2025, NEB11, $128,141 to $155,904 (subject to revision)
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. Application Requirements:
As part of your application, you must submit a complete application, consisting of a résumé, as well as responses to screening questions which clearly demonstrate how you meet the essential education and experience listed under the essential qualifications, as well as any of the asset qualifications that may apply. For each experience criterion, please provide CLEAR, CONCRETE EXAMPLES including the following information:1. Name of the organization where the experience was acquired;
2. Title of the position occupied and duration (including dates) for which you exercised the functions;
3. Specific details of tasks, projects, or accomplishments demonstrating how the experience was acquired.The screening questions will be used as the primary tool in the screening process and the resume will be used to substantiate the information provided. Responses such as “please refer to CV/résumé” will not be accepted. Applications that do not clearly demonstrate how the screening criteria are met will be eliminated from consideration.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. Artificial Intelligence — The use of Artificial Intelligence (AI) tools (for example, Copilot, ChatGPT or any other form of AI) is permitted only at the application stage. If you choose to use AI tools when preparing your application, you must explicitly disclose this by clearly identifying any AI‑generated content and its source. You may be asked to explain or elaborate on your answers in a follow-up interview.Please note that AI tools are not permitted during interviews or any additional assessments that form part of this process. If you fail to disclose your use of AI tools at the application stage, it may result in an investigation and serious consequences, including the rejection of your application.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.NOTE: Equivalencies granted by the Canadian provincial authorities with respect to Applied (Bachelor's) Degrees by colleges and technical institutes (i.e. in Ontario, British-Columbia, Alberta & Manitoba) must always be accepted as equivalent to Bachelor Degrees granted by universities in the provinces concerned. 4. Head Office Location – Calgary, AB: 210, 517 10th Avenue SW

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1) Willingness to undergo, successfully pass and maintain a reliability status security clearance.
2) Compliance with the CER’s Code of Conduct is required.
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 http://www.cer-rec.gc.ca/code-of-conduct.
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.

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Education: Graduation with a degree from a recognized post-secondary institution OR an acceptable combination of education, training, and /or experience.

Experience: E1: *Significant experience in consulting and engaging with Indigenous PeoplesE2: *Significant experience analyzing complex** issues and providing strategic advice and recommendations to senior management, or indigenous leaders through written and oral briefings. E3: *Significant experience in managing human resources*** and financial resources****.*Significant experience is defined as the depth and breadth of experience normally acquired with having performed a broad range of various, complex related activities acquired over a period of (3) three years.*For the purposes of this process, significant means substantively more progressive and complex leadership responsibilities with more than one group or party.** Complex refers to multi-dimensional, multi-phase, sensitive, confidential, affecting stakeholders/partners, precedent-setting or impacting the operations. ***Managing human resources is defined as being responsible for supervising staff, assigning work objectives, assigning tasks, managing and assessing performance and the implementation of training plans.**** Managing financial resources is defined by monitoring and making recommendations tied to financial resources (e.g. budget planning/forecasting, establishing and implementing contracts, forecasting and reporting).

Organization-wide and Business Competencies: OC 1 Leadership and Teamwork (Guide) OC 2 Accountability & Results Orientation (Guide) OC 3 Initiative & Adaptability to Change (Guide) OC 4 Written Communication (Guide) OC 5 Oral Communication (Guide) Technical Competencies: TC 1 Engagement Principles and Techniques (Guide) Competency Level Definitions Guide is defined as thorough knowledge and capability of the competency. Able to influence and guide others in its application.

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Applied / assessed at a later date

Various language requirements - Various - English Essential, Bilingual (BBB)

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Asset Qualifications:AQ1 Experience in developing and implementing public policy and/or programs. AQ2 Experience working with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the United Nations Declaration of the Rights of Indigenous Peoples Act (UNDA) and the UNDA Action Plan. AQ3 Experience in cultivating cultural competency in an organization. AQ4 Experience in interpreting and applying evolving legal and policy direction regarding the duty to consult to Crown consultation activities.

Organizational Needs: In support of Reconciliation through our departmental Indigenous Recruitment, Retention and Advancement Strategy (IRRAS), first consideration will be given to candidates who self-declare as belonging to the Indigenous Peoples employment equity group.

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Preference will be given to veterans first and then to Canadian citizens and permanent residents, with the exception of a job located in Nunavut, where Nunavut Inuit will be appointed first.

Learn more about preference to veterans.

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