Manager, Leadership and Employee Development

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Manager, Leadership and Employee Development

Location:

Calgary, AB, CA, T2P 1G1

Requisition ID: 28926

Work Arrangement:Hybrid

Pembina Pipeline Corporation is a dynamic energy transportation and midstream provider, serving customers for more than 70 years. Chances are, we do more than you think. We own pipelines that transport hydrocarbon liquids and natural gas products produced primarily in Western Canada. We also own gathering and processing facilities and an oil and natural gas liquids infrastructure and logistics business. Our operations along the hydrocarbon value chain allow us to offer a full state of midstream and marketing services to our customers in the energy industry.

We are an organization that cares not only about results, but how those results are achieved. Our organization is grounded in the values of Safe, Trustworthy, Respectful, Collaborative and Entrepreneurial Pembina has a diverse and inclusive working environment that provides employees with a positive and engaging work experience where they are recognized and empowered. Learn more about our values and strategy .

We value the safety of our communities, customers, contractors and employees, and believe that all incidents are preventable. Compliance with all policies, procedures and regulations is a requirement, and our Life Saving Rules are basic rules. Employees embed physical, psychological, and cyber safety into all work practices while taking personal accountability to maintain compliance, support audit readiness, proactively identify risks, and protect our people, assets, and data. Working for Pembina means working safely.

Overview:

Pembina Pipeline Corporation is actively hiring for a Manager, Leadership and Employee Development to join the team. This position reports to the Director, Leadership, Talent and Learning in HR.

The Leadership, Talent and Learning team builds the leadership depth, employee capability and learning culture required to support Pembina’s current priorities and long-term growth. The team partners across the enterprise to deliver practical, inclusive and business-aligned development experiences that strengthen performance, succession readiness and the employee experience.

This role advances Pembina’s strategy by translating enterprise priorities and leadership capabilities into scalable programs that help leaders and employees deliver business results, navigate change and build a strong internal talent pipeline. The Manager leads a small team and works across functions, regions and Asset Teams to create a consistent, high-quality development experience across Pembina.

Responsibilities may include but not limited to:

• Lead the design, implementation and continuous improvement of Pembina’s enterprise leadership and employee development strategy, roadmap and annual plans.
• Translate Pembina’s corporate strategy, People and Culture priorities and business needs into clear development priorities, measurable outcomes and scalable learning solutions.
• Embed Pembina’s leadership capabilities across leadership development, employee development, performance and talent practices, with particular focus on accountable business outcomes, high performance, inclusion and safety, and adaptability.
• Lead the development and delivery of cohort-based and blended programs for new, current, emerging, senior and executive leaders, ensuring content reflects operational realities and supports One Team, One Pembina.
• Build enterprise employee-development approaches that strengthen role readiness, career growth, internal mobility and the capabilities required for Pembina’s future workforce.
• Partner across HR, business leaders, Asset Teams, subject-matter experts and external providers to assess needs, co-design solutions and integrate development into business and talent priorities.
• Lead and develop a high-performing team by setting clear expectations, providing frequent feedback and coaching, creating meaningful development opportunities and deploying skills to the highest-value work.
• Manage program governance, budgets, vendors, procurement, schedules, risks and communications, prioritizing resources to maximize enterprise value and sustain delivery.
• Use participation, learner feedback, capability data and business measures to evaluate effectiveness, identify gaps and recommend evidence-informed improvements.
• Model Pembina’s values and Safety Commitment; create an inclusive, psychologically safe learning environment where people can speak up, test ideas, learn from setbacks and contribute their strengths.
• Embrace change and model a learner mindset by seeking new data and feedback, adapting plans to emerging business needs and converting lessons learned into continuous improvement.