HR Consultant - Talent Development - Jobs in Regina, SK

Job Description

Do you value integrity and innovation How about passion and caring Great! Us too, and thats why youll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.Out of ScopeWork Location: This role is eligible for hybrid work. This means you’ll have the flexibility of working from home and in the office (in Regina only) on a scheduled rotation.The successful candidate will be responsible for designing, developing, evaluating, and facilitating training programs for general program offerings and management/leadership development for SGI and SGI CANADA. You will conduct training needs assessment and ensure that content is engaging, effective, and designed for optimal learner experience. You will also provide a strategic view and approach to learning and ensure content alignment and integration with the overall Talent Management Strategy. In addition, partnering with the business on key learning initiatives, ensuring alignment to business outcomes, and supporting the continuous review and refinement of learning programs to ensure adoption. As well, provide oversight and guidance to the HR Consultant, Learning and Development.Key AccountabilitiesNote: This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.Learning Design, Development and Delivery - Corporate & General Development

• Designs, develops and/or sources new learning content and program curriculums for general programming and management/leadership development; collaborates on content with Instructional designer as required.
• Responds to unique/individual or departmental training requests; conducts needs assessments to confirm requirements and determine appropriate solution (i.e. create or source training, divisional leadership sessions, team engagement requests, etc.).
• Leads the design or redesign of learning plans and programs to ensure proper design principles are incorporated to meet learning and development objectives.
• Liaises with OD on individual leadership development needs and collaborates to build customized development plans for senior specialist/management roles.
• Collaborates on the rollout of initiatives resulting from Tiered Leadership Framework.
• Provides strategic oversight to overall learning program curriculum design and ensures alignment to corporate technical training, talent management and corporate strategies.
• Coordinates coaching and mentoring at the employee level of the Tiered Leadership Framework.
• Facilitates internal learning programming (employee/management onboarding) and any other general soft skill programming as required.
• Provides oversight, support and coaching to HRC, Learning & Development co-facilitate workshops to grow HRC skillset and abilities as a facilitator.
• Participates in the research and implementation of industry best practices for the development and delivery of learning programs.
• Researches best practices to stay current in the learning and development field.

Learning Effectiveness/Evaluation

• Partners with the business/SMEs on key learning initiatives to establish learning outcome benchmarks, ensure alignment to business outcomes, and support the continuous review and refinement of learning programs to ensure adoption and drive performance.
• Establishes a framework and process for evaluating and assessing effectiveness of learning programs; work with other learning consultants, Instructional Designers and business areas to implement.
• Ensures adoption of learning is measured and achieved through participant feedback, management observation through on the job results and consultation with SMEs.
• Creates a cycle of continuous improvement to ensure training tools and methods are regularly reviewed and refined.
• Collaborates with the business to develop and report on metrics within assigned area.

Relationship Management (Internal/External)

• Maintains awareness and understanding of what is happening in the organization, consults with and provides support to management, employees, or external parties to ensure learning programs continue to meet the needs of the business.
• Proactively builds relationships with the business to understand current business needs and proactively plan for learning and development needs.

Program and Policy Management

• Manages all policies applicable to the Learning area (ESP, Post Grad, Training, etc.) and regularly reviews, updates and make recommendations for changes to existing and or new policies.
• Leads the post-grad intake process, which includes, reviewing applications, ensures completeness/accuracy (i.e. letters of support, business case, etc.); consults with management and employees on the process and provide feedback.
• Collaborates with and supports OD in the completion of candidate profile assessments to inform grad studies applicant profile (succession and competency assessments etc.)
• Completes industry related learning and development surveys.
• Compiles data and summarize into the annual Learning and Development report.

Leadership

• Actively contributes to and supports a culture of a high performing workforce.
• Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.
• Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.
• Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training and developmental opportunities.

Corporate Management

• Enables the success of programs and policies that are in alignment with corporate, strategic and divisional strategies.
• Manages risk in area of authority.
• Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.

Education and Experience

• Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.
• Certificate or diploma in adult education.
• Five years’ experience in instructional design or human resources.
• A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.

Knowledge, Skills and Abilities

• Knowledge of adult education practices and instructional design including conducting needs assessments, designing and developing training courses and materials, and implementing and evaluating training programs.
• Knowledge of HR functions and how they interconnect.
• Knowledge of Microsoft Word, PowerPoint and Excel.
• Ability to facilitate training programs and prepare and deliver effective presentations.
• Ability to manage projects.

Behavioural CompetenciesLeader Level 3 – Applies (Team/Dept)

• Accountability - Provides Direction and Sets Expectations
• Business Acumen - Applies Broader Business Metrics and Understands the Internal and External Environment
• Change Agility - Makes Change Real for Others
• Leadership - Leads the Team

Pay Range:$75,552.00 - $100,728.00Posting Close Date:October 30, 2022As you prepare to submit your application, and cover letter if applicable, please highlight the achievements that demonstrate why youre a great candidate for this role.Quick Apply

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