Talent, Learning, and Development Manager

7 months ago

Nisku, Canada The Little Potato Company Full time

**PRIMARY FOCUS**:
The Talent, Learning and Development Manager is responsible for designing and implementing talent management and learning and development programs to support business goals. The individual will possess up-to-date knowledge of best practices in organizational learning and a strong business acumen. This position is a key internal partner for leadership programs, career pathways, employee growth, and performance management development initiatives. This role is also a partner for development and integration of overall Human Resources initiatives to achieve strategic business goals and operational objectives, with other duties as assigned.

**DUTIES AND RESPONSIBILITIES**:
**Talent Management**
- Leads the talent experience including the full recruitment lifecycle, from attraction and recruitment, to selection, orientation and onboarding
- Orientation (day one welcome, advance orientation documents, general company presentation)
- Onboarding (New employee company experience and onboarding partner with department managers)
- Provide recruitment strategy, evaluate current labor conditions, working in accordance to the budget process
- Develops talent framework (workforce planning) for identifying and developing talent to ensure the company is well prepared for workforce changes (change management) and to retain workforce talent
- Talent Management strategy, and management of the talent management system/process
- Develops and leads guidance to support enhanced people decision making and workforce planning, as necessary
- Leads the salaried talent management strategy
- includes annual talent review process and performance development planning, and ongoing support processes throughout the year.
- Evaluates jobs, documenting responsibilities and requirements in job descriptions, including applicable legal reviews by country

**Learning and Development**
- Develop, implement and maintain a Learning and Development strategy and framework to support business growth and initiatives
- Work with organizational leaders at all levels to develop and implement learning and talent development solutions to meet ongoing and future needs of employee groups and the organization, based on analysis of needs and program stainability (i.e. leadership, technical and functional skills, corporate programs)
- Direct needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
- Coordinate, implement and may deliver training programs that support objectives aligned with the organization’s business plan
- Develop and implement manager and staff development programs to support the organization’s growth and development, aligned with job family models for salaried and production employees
- Partner to facilitate in-house events (e.g. lunch and learns, other learning or engagement initatives)
- Summarize learning and development best practices and lessons learned to share with business leaders and team members
- Review training and development growth pathways, objectives and accomplishments
- Assess effectiveness of training in terms of employee accomplishments and performance
- Promote creative opportunities to deliver learning using blended and alternative media solutions (i.e. social media, e-learning)
- Leader for organizing Insights program, Dare to Lead, and other company learning initiatives

**Performance Management**
- Lead company performance management initiatives, including annual performance reviews, goal and growth plans, quarterly check ins and one-on-one meetings, ensuring alignment to corporate strategic goals
- Develop and lead learning management systems and other learning technologies
- Identify opportunities for performance growth through process/system reviews to understand barriers and possible solutions; conduct external research into good practice and new ideas
- Support specific performance development initiatives, including review and updates to a values
- competency framework
- Monitor and report progress toward timelines and goals, including implementing tools and materials
- Provide training and resources to leaders across the business to encourage a culture of balanced and timely feedback throughout the year and performance cycle
- Team partner in employee engagement surveys, pulse checks, and other ad hoc surveys to gain valuable insights to help develop and implement innovative solutions

**Department Projects and Support**
- Involved in HR strategies for the company; consulting with internal stakeholders to identify needs, resources and programs to align with objectives
- Build and maintain strong partnerships with leaders to ensure company and HR practices are in alignment with the organization
- Team partner in employer branding, developing strategy by:

- Highlighting key differentiators that set the company apart from competitors
- Developing and implementing employee rewards programs that

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