Manager, Talent Development

This role provides the opportunity to influence the future of the organization by creating a robust talent pipeline and driving initiatives that prepare employees for critical roles. The Talent Development Manager will lead initiatives that identify, develop, and retain top talent within the organization. This role is pivotal in shaping our workforce strategy by conducting talent reviews, managing succession planning, and designing programs that foster leadership and professional growth. You will work closely with senior leadership and HR Business Partners to assess workforce capabilities, identify high-potential employees, and implement strategies that support career progression. The ideal candidate will combine strategic thinking with hands-on execution, ensuring alignment between talent development efforts and organizational goals. 

KEY RESPONSIBILITIES 

Talent Review and Succession Planning  

• Lead and facilitate recurring talent review processes to assess performance, potential, and organizational capability. 

• Identify high potential employees and create development plans to prepare them for future leadership roles. 

• Drive succession planning to build a strong leadership pipeline. 

• Collaborate with business leaders on succession plans to ensure critical roles are supported and future ready. 

• Partner with recruitment and HR to shape leadership profiles and align development programs with organizational strategy. 

Program Design and Delivery  

• Develop and implement leadership development programs aligned with organizational objectives. 

• Deliver leadership development initiatives, including assessments such as Birkman and Hogan. 

• Design frameworks for career paths and training initiatives that address skill gaps and future needs. 

• Design, implement, and facilitate Birkman development programs for BUs and teams (e.g., Birkman High Performing Teams, Birkman Signature Reports). 

•  Working closely with the Vice President of Talent Development, implement, own, and integrate Functional Competencies into all development programs (e.g., Senior Leadership Advancement Program). 

• Design and facilitate learning experiences such as workshops, lunch and learns, and people leader programs focused on talent processes. 

• Support onboarding for new leaders and high potential employees. 

• Coaching certifications are preferred to enhance talent and leadership growth initiatives. 

Strategic Workforce Planning  

• Use data driven insights (including 9Block) to evaluate program effectiveness and recommend improvements. 

• Track and report learning metrics to measure impact and inform continuous improvement. 

• Monitor industry trends and incorporate best practices into talent development strategies. 

• Partner with HRBPs and department leaders to design and deliver talent development programs across BUs and the firm, aligning talent strategies with business goals. 

• Support Fengate’s coaching culture through peer coaching, mentorship programs, and 1:1 coaching for senior leaders. 

• Collaborate on employee engagement strategies and career development pathways. 

Stakeholder Engagement  

• Collaborate with senior leadership to present talent review outcomes and strategic recommendations. 

• Manage relationships with external vendors and consultants for specialized needs. 

• Partner with the Manager of Learning Programs to cocreate training programs and support broader learning initiatives. 

• Promote a culture of continuous learning, diversity, inclusion, and leadership capability across the organization. 

•  Enhance mentorship programs to strengthen engagement, connection, and retention. 

Workday 

• Support Workday implementation related to Talent and Development, collaborating with the HRIS Specialist and the Vice President of Talent Development. 

• Transition Fengate development resources (e.g., Functional Competencies) into Workday to enable scalable and integrated development processes. 

MISC 

• Manage and maintain SharePoint sites and materials related to Talent & Development. 

• Support Centres of Excellence by collaborating with leadership to deliver talent based programming and development experiences. 

• Stay current on industry trends and best practices in leadership, coaching, and talent development to elevate program design. 

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
• Experience in talent development, learning and development, or organizational effectiveness, preferably within small to mid-sized organizations.
• Proven experience designing and implementing talent programs from concept to execution.
• Strong facilitation and coaching skills; coaching certification is an asset.
• Tech-savvy with experience supporting HR systems (Workday experience preferred).
• Exceptional stakeholder management and relationship-building skills.
• Executive presence and ability to engage confidently with senior leaders.
• Consulting experience or exposure to project-based work is highly desirable.