Avp, Global Leadership Development Programs

**_Are you looking for a supportive, collaborative workplace with great teams and inspiring leaders? You’ve come to the right place. We’re looking for ambitious people who share our values and want to make every day better for people around the world. If this sounds like you, and the career below sounds exciting, we’d like to hear from you.
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**Working Arrangement**

Hybrid

Partnering with the VP, Talent Management, the AVP, Global Leadership Programs develops and provides recommendations for short and long term leadership development strategies with a focus on building leadership capabilities, skills and competencies needed to support current and future business requirements.

The primary accountabilities of the role include:
**INDIVIDUAL ACCOUNTABILITIES**:

- **Strategist**:Develops and provides recommendations for short and long term leadership development strategies with a focus on building leadership capabilities, skills and competencies needed to support current and future business requirements; Collaborates with colleagues in the Talent CoE, Learning, HRPs, and business leaders to ensure leadership development programs/ experiences are aligned with the broader HR strategy, regulatory requirements, and business priorities; Design and implement best in class practices to build employee and manager capability which will enable the movement of talent across the organization; Determines the build, buy or curate content strategy; Leads ideation and creation of non-training related development tools such as building a feedback and coaching culture, ensuring tools for developing on the job, and building mentoring capabilities.
- **Leadership curator**:Partners with HR leaders and business leaders in building the leaders of the future with the capability to curate and manage high-performing teams.
- **Relationship manager**:Establishes consultative relationships across HR and with business leaders to ensure that leadership development programs add measurable value and are as efficient as possible.
- **Conduit for market changes**:Provides thought leadership and insights on market trends and how they could impact the business and drive Manulife’s cultural agenda
- **Advocate for the future of work**:Champions new ways of working (in workforce, work and workplace) and engages and optimizes for different talent segments through a digital mindset
- **Internal/ external partner**:Leads the development of world class internal and external leadership development partners (leaders in leadership development, universities and top instructors); Selects and manages vendors and partners for design and development of programs as appropriate

**KEY SHARED ACCOUNTABILITIES**:

- **Employee experience driven**:Partners with Employee Experience leads to develop an industry-leading onboarding experience for new leaders; Creates strategies to reduce attrition and increase engagement
- **Diversity, equity and inclusion (DEI) driven**:Partners closely with our leaders for DEI, HR Partners, and our internal customers to ensure DEI is embedded in all leadership program development

**MEASUREMENTS FOR SUCCESS**:

- Effective budget management including spending allocations for leadership development resources, technology, and external services
- Degree of innovation in leadership development programs
- % of roles filled internally at Director+
- Total learning spend per Director+
- Qualitative feedback from internal customers and stakeholders, across all programs
- Leadership development process/ technology improvements yielding leadership development or enterprise cost reduction, efficiency, and/ or productivity

**DECISION AUTHORITIES**:

- Tools and enablers for leadership development programs
- Leadership development vendor portfolio and performance SLAs
- Resource allocation
- Financial tracking to budget
- Process/ technology improvement initiatives for leadership development

**KEY LEADERSHIP BEHAVIOURS**:

- You think big by acting as a change agent driving Manulife towards its future
- You take ownership by driving innovation and continuous learning to proactively tackle disruptors
- You share your humanity, building a diverse and inclusive work environment for everyone
- You take ownership to get the team excited about and committed to furthering the organization’s objectives
- You think big by encouraging exploration of new ideas in teams
- You think big by bringing a global mindset and adapting to virtual work boundaries and time zones
- You think big by collaborating and breaking down silos to operate in a networked environment
- You take ownership by demonstrating business acumen and critical thinking in improving business outcomes for Manulife

**KNOWLEDGE & SKILLS**:

- 10 years+ of HR experience, preferably with depth leadership development, talent management, and learning
- People management expertise with cross cultural experience (domestic and international)
- In depth knowledge of current talent,