Manager, Leadership Learning & Development - Jobs in Toronto

Job Description

Job DescriptionReporting to the Director, Leadership Development and working collaboratively with the Organisational Development (OD) team and in partnership with colleagues across the organization, the Manager, Leadership Learningamp; Development is responsible for the design, experience, planning and delivery of enterprise-wide learning solutions that build enterprise-wide capabilities required to sustain a high performing global organization capable of delivering on our mandate. The Manager, Leadership Learningamp; Development is also responsible for planning, developing, and implementing learning pathways that expands support to colleagues in their holistic learning and development journey.Role Specific Accountabilities:Leadershipamp; Enterprise Capabilitiesamp; Learning Pathways:

• Collaborate with business units and Talent Centres of Expertise (COEs) to conduct a thorough learning needs analysis. This will help in identifying and prioritizing essential leadership and enterprise capabilities, ensuring alignment with business objectives.
• Design and develop comprehensive leadership and learning pathways. These should be structured to provide relevant knowledge and skills, enhancing the overall learning experience with contextual information.

KPIsamp; Leadership Development Solutions:

• Establish clear Key Performance Indicators (KPIs) to measure the effectiveness of leadership development initiatives. This will facilitate the tracking of progress and the impact of these solutions.
• Take a consultative approach to prioritize leadership development within the organization. This involves building and executing robust leadership development solutions that are in line with organizational priorities.

Learning Program Developmentamp; Implementation:

• Develop and sustain learning programs that not only support the business strategy but also unlock the full potential of employees. This will cater to both current and future business needs, encompassing a wide range of learning initiatives.
• Regularly evaluate the effectiveness and impact of learning programs. Use data-driven insights to provide recommendations for continuous improvement, ensuring the learning offerings remain relevant and effective.

Change Managementamp; Communication Tools:

• Focus on the creation of change management strategies and communication tools that adhere to adult learning principles. Utilize instructional design methodologies and an agile learning development model to ensure effective and adaptable learning environments.

Continuous Enhancement of Learning Offerings:

• Stay informed about best practices in the field of learning and development. Integrate this knowledge to enhance existing processes and create new programs that continuously improve the organization #39;s learning offerings.
• Develop and deploy learning solutions that are tailored to the organization #39;s needs. Employ a performance consulting approach, which includes comprehensive needs assessments, gap identification, and the recommendation of suitable learning solutions, such as blended learning, experiential learning, coaching, etc.

Business, Budget, and Project Management:

• Manage business operations, ensuring alignment with strategic objectives and efficient use of resources.
• Budget management, including forecasting, allocation, and tracking of expenditures to maximize financial performance.
• Lead project management efforts, from planning to execution, ensuring projects are delivered on time, within scope, and on budget. Employ best practices in project management methodologies to achieve operational excellence.
• Indirectly manage teams by influencing and guiding. Provide mentorship and support to ensure alignment with departmental goals and employee development.