Manager, Talent Development Programming

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level C

Job Title

Manager, Talent Development Programming

Department

Workplace Learning | Workplace Learning and Engagement | Central Human Resources

Compensation Range

$7,622.83 - $11,886.67 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

November 7, 2025

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

Ongoing

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

Job Summary

The Talent & Organizational Development (T&OD) unit empowers the University to achieve its strategic goals through the engagement and optimization of its most valuable asset—its people.

The role of T&OD is to design and implement successful leadership programming, professional and staff development programs, providing consulting services that support team-related initiatives across distributed HR, offering targeted learning opportunities for staff and facilitating change management, communications, and engagement initiatives across the University to enhance employee skills, performance, and overall organizational effectiveness.

T&OD’s aim is to cultivate a thriving work environment where staff members can grow and that UBC can achieve its strategic goals. By combining various talent-related and organizational practices, HR professionals can not only boost the effectiveness of the HR function itself but also drive improvements that impact the entire University.

One foci of the Organizational Learning & Leadership Development (OL&LD) team within the Talent & Organizational Development (T&OD) unit is the design, development, and implementation of leadership programs with an emphasis on influencing learning culture at the University.

The leadership programs include:

- Emerging Leaders Program- Developing Leaders Program- Advancing Leaders Program- Senior Leaders Development Program

As Manager, Talent Development Programming, the position plays a consultative role in advancing organizational and leadership development at UBC. Partnering closely with faculties, portfolios, and HR leaders, the position supports the design and implementation of tailored initiatives and turnkey programs that address key organizational and leadership development needs. A responsibility of this role is the design, delivery, and evaluation of UBC’s flagship Emerging Leaders Program—for high-performing individual contributors preparing for leadership—and the Developing Leaders Program—for leaders in their first 1-3 years in role. The Manager also contributes to and influences the Advancing Leaders Program and the Senior Leaders Development Program to ensure alignment across the full leadership pipeline. These programs target clearly defined audiences and are complemented by ongoing open-enrollment leadership and management sessions offered monthly for leaders awaiting program entry, program alumni seeking continued growth, and leaders wishing to hone specific skills.

The position also leads/co-leads cross-functional initiatives in support of organizational development, succession planning, and strategic talent readiness. The position designs and implements frameworks that embed UBC’s leadership competencies across the employee lifecycle, and partners with internal stakeholders to ensure leadership development is integrated into broader talent, change, performance, and culture strategies. The position serves as a trusted thought partner to leaders across the University and operates with high autonomy and accountability to ensure programs and interventions drive both individual growth and institutional effectiveness.

Organizational Status

Reports to the Associate Director, Organizational Learning & Leadership Development (OL&LD). Works closely with other members of the Organizational Learning & Leadership Development Team, and specifically the Lead Strategic Initiatives - Talent Development, the Talent & Organizational Development (ODE) Team, Central Human Resources team, and distributed HR colleagues, faculty, and staff.

Work Performed

Acts as a consultant and collaborates with HR Teams and leaders across the organization to assess needs and to create learning and leadership development strategies a