Director, Culture & Performance - Global HR (Spanish)

Requisition ID: 253034
Join a purpose driven winning team, committed to results, in an inclusive and high-performing culture.

Please note that we welcome applicants from our corporate offices in Mexico, Colombia, Chile, the Dominican Republic, Uruguay, or Peru, as well as from Canada. At Scotiabank, our culture is grounded in ScotiaBond - the values and behaviours that shape how we lead, collaborate, and deliver outcomes for our customers, communities, and each other. The Director, Culture & Performance is a senior, enterprise leader within Global Human Resources (Talent Strategy), accountable for strengthening Scotiabank's organizational culture and enabling high performance across the Bank. This role plays a critical leadership role in advancing Talent Strategy's journey?based operating model, organizing work around the moments that matter most to employees and ensuring enterprise priorities are delivered through integrated, employee?centred experiences. This role designs and drives global culture and performance strategies aligned to Scotiabank's enterprise priorities and evolving regulatory and conduct expectations, with a focus on creating a consistent, inclusive, and high-performing environment across regions. Leading a globally distributed team, the Director partners with senior leaders across HR, business lines, and corporate functions to deliver enterprise-wide initiatives that shape the employee experience at scale. Is this role right for you? In this role you will:

• Lead enterprise strategy and delivery: Drive the development and implementation of Bank-wide culture and performance initiatives that strengthen organizational effectiveness and employee outcomes globally.
• Advance the journey?based operating model: Organize work around key employee journeys and moments that matter, ensuring culture and performance initiatives are integrated, employee?centred, and aligned across the enterprise
• Set clear outcomes and measures: Establish clear objectives and success measures for the portfolio, focusing on value creation, measurable outcomes, and a meaningful employee experience.
• Embed an employee-centred approach: Organize work around key employee experiences and moments that matter, ensuring initiatives are practical, accessible, and impactful across diverse employee groups and geographies.
• Enable cross-enterprise alignment: Build strong partnerships across HR and with key corporate functions (e.g., Marketing, Risk, Audit, Compliance) and senior leaders to secure alignment, sponsorship, and effective implementation.
• Own annual enterprise performance activities: Lead activities related to the performance cycle and enterprise culture priorities, including advisory support and enablement resources aligned to broader people initiatives (e.g., leadership development, reward and recognition, inclusion, succession, and performance).
• Build a centre of expertise: Serve as a source of knowledge and insight on culture change and performance best practices, incorporating external benchmarking and industry perspectives to strengthen Scotiabank's approach.
• Use insights to guide decisions: Leverage people data and employee listening inputs to identify themes and trends and recommend actions that strengthen culture and performance outcomes.
• Drive continuous improvement: Foster a collaborative, adaptable environment and apply iterative ways of working to improve solutions, enable learning, and increase speed to impact.
• Champion strong governance and controls: Maintain effective day-to-day business controls and ensure the portfolio meets operational risk, regulatory compliance, AML/ATF, and conduct expectations.
• Lead and develop talent: Build a high-performance, inclusive team environment; communicate vision and priorities; and actively manage development and succession planning across the team.

STRATEGIC IMPACT / LEADERSHIP EXPECTATIONS

• Enterprise-wide influence: Shape culture and performance strategies that apply across Scotiabank's global workforce, with decisions and solutions that scale across regions and business lines.
• Journey leadership mindset: Operate as a senior leader within a journey?based operating model, aligning priorities across HR and the enterprise to deliver cohesive, end?to?end employee experiences.
• Senior leadership partnership: Operate as a trusted advisor to senior leaders within the Talent Strategy portfolio and across the Bank, influencing priorities, trade-offs, and outcomes through clear, evidence-based recommendations.
• Lead a growth mindset: Navigate ambiguity and transformation while maintaining clarity of purpose, strong stakeholder alignment, and disciplined execution.
• Global people leadership: Lead a geographically distributed team with clear direction, inclusive leadership practices, and strong team development, enabling consistent delivery across time zones and cultures.
• One-team collaboration: Bring leaders together across HR, business lines, and corporate functions to deliver integrated solutions that strengthen both employee and customer culture.

HOW YOU'LL SUCCEED (SCOTIABOND IN ACTION)

• Act with Integrity: Build trust through sound judgment, transparency, and strong governance -especially when balancing performance priorities with risk, conduct, and regulatory expectations.
• Put People First: Design culture and performance solutions that are human-centred, inclusive, and practical - improving the employee experience in real and measurable ways.
• Drive Results: Focus on outcomes over activity - setting clear goals, measuring impact, and continuously improving what you deliver.
• Lead Inclusively: Create the conditions for a high-performing team - developing talent, fostering belonging, and enabling psychological safety and accountability.
• Collaborate Courageously: Influence across a matrixed, journey?based organization - partnering effectively across HR, business lines, and corporate functions to align priorities and deliver enterprise outcomes.
• Embrace Change: Lead confidently through transformation and ambiguity - adapting quickly while keeping teams aligned to what matters most.

Do you have the skills that will enable you to succeed? We'd love to work with you if you have:

• Minimum 10+ years of progressive experience in human resources, talent strategy, organizational effectiveness, or management consulting within a large, complex, global organization.
• Demonstrated success leading enterprise-wide culture and performance strategies and complex change initiatives across diverse stakeholder groups and geographies.
• Strong internal consulting capability, including executive-level influence, storytelling, and the ability to translate strategy into actionable plans and sustained outcomes.
• Proven strategic and tactical planning and program delivery skills; experience managing complex portfolios with strong execution discipline.
• Track record of using people data and employee listening insights to identify trends and recommend actions that improve culture and performance outcomes.
• University degree required; advanced education or relevant credentials are an asset.
• Fluency in English and Spanish to effectively lead and influence across a global, distributed team.

Working Conditions

• Work in a standard office-based environment with a hybrid working model.
• Collaboration across time zones may require occasional non-standard hours.
• Limited international travel may be required.

Location(s): Canada : Ontario : Toronto || Chile : Metropolitana : Santiago de Chile || Colombia : Bogota : Bogota || Dominican Republic : Santiago : Santiago de los Caballeros || Mexico : Ciudad de México : Miguel Hidalgo || Peru : Lima : Lima || Uruguay : Montevideo : Montevideo
Scotiabank is a leading bank in the Americas. Guided by our purpose: "for every future", we help our customers, their families and their communities achieve success through a broad range of advice, products and services, including personal and commercial banking, wealth management and private banking, corporate and investment banking, and capital markets.
At Scotiabank, we value the unique skills and experiences each individual brings to the Bank, and are committed to creating and maintaining an inclusive and accessible environment for everyone. If you require accommodation (including, but not limited to, an accessible interview site, alternate format documents, ASL Interpreter, or Assistive Technology) during the recruitment and selection process, please let our Recruitment team know. If you require technical assistance, please click here. Candidates must apply directly online to be considered for this role. We thank all applicants for their interest in a career at Scotiabank; however, only those candidates who are selected for an interview will be contacted.