Senior Manager, Talent Development.

Position Title Senior Manager, Talent Development

Department People, Culture & Development (PCD) – Shared Services

Reports To Executive Manager, People, Culture & Development

Direct Reports Talent Administrator

Position Summary

The Senior Manager, Talent Development is responsible for leading the design, implementation, and continuous improvement of learning, leadership development, workforce development, career progression, and talent management initiatives across Shared Services client entities.

The role partners with business leaders to identify development needs, enhance workforce capability, strengthen leadership effectiveness, and support talent pipeline development. The incumbent is responsible for ensuring the delivery of practical, scalable, and impactful learning and development solutions that contribute to employee growth, organizational performance, and business success.

Key Accountabilities

Shared Services Client Partnership

· Serve as a trusted advisor to business leaders on learning, leadership development, and workforce development initiatives.

· Develop and roll out talent development needs assessments across client entities.

· Partner with leaders to identify capability gaps and recommend development solutions.

· Develop workforce development plans that align with business priorities while supporting enterprise consistency.

· Foster strong stakeholder relationships through proactive consultation and responsive service delivery.

Learning & Development

· Lead the learning management strategy and learning technologies.

· Design and implement learning curricula aligned to organizational and operational needs.

· Establish learning standards, certification pathways, and targeted development programs through partnership with business leaders.

· Evaluate learning effectiveness and recommend continuous improvements.

· Promote a culture of continuous learning and professional development.

Leadership Development

· Design development pathways for supervisors, managers, senior leaders, and high-potential employees.

· Develop leadership competencies, frameworks, and development tools.

· Implement coaching, mentoring, and leadership development initiatives.

· Support leadership readiness through targeted development activities.

· Coordinate leadership programs and monitor participation and outcomes.

Workforce Planning & Capability Development

· Establish a high-performing Talent Development team serving all client entities.

· Partner with business leaders to identify workforce capability requirements and development priorities.

· Lead skills gap assessments and workforce development planning initiatives.

· Develop capability-building programs that support performance and operational effectiveness.

· Develop talent pipeline development initiatives through internships, work experience programs, educational partnerships, and career outreach initiatives.

· Recommend development investments that strengthen workforce capability and internal talent mobility.

Succession Planning & Talent Management

· Support succession planning processes for key and critical roles.

· Assist leaders in identifying talent pipelines and development needs.

· Facilitate talent review and calibration discussions.

· Develop career development and internal mobility initiatives.

· Monitor succession readiness and talent development progress.

Data, Analytics & Reporting

· Develop and maintain talent development metrics and dashboards.

· Track participation, effectiveness, completion rates, and program outcomes.

· Analyze workforce and learning trends and provide recommendations.

· Measure return on investment for key development initiatives.

· Prepare reports and updates for leadership.

Governance, Compliance & Quality Assurance

· Ensure compliance with organizational policies and applicable legislation.

· Establish development standards, tools, and processes.

· Monitor quality and consistency of talent development services.

· Support continuous improvement initiatives and service excellence standards.

Minimum Qualifications

Required

· Bachelor's Degree in Human Resources, Education, Business, Organizational Psychology, or a related field.

· 7-10 years' experience in Talent Development, Learning & Development, Leadership Development, or Human Resources.

· Demonstrated experience designing and implementing leadership and workforce development programs.

· Experience partnering with business leaders to identify and address workforce capability needs.

Preferred

· CIPD Level 5 or higher.

· CPTD® (Certified Professional in Talent Development).

· Coaching certification.

· Instructional Design certification.

· Facilitation or Learning Technologies certification.

This is a full -time position with a working week of 50 hours, any overtime and holiday hours paid in lieu of time worked.