Lead Strategic Initiatives

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level C

Job Title

Lead Strategic Initiatives - Talent Development

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

October 9, 2025

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

Job End Date

September 30, 2026

This position is expected to be filled by promotion/reassignment and is included here to inform you of its vacancy at the University.

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 Lead, Strategic Initiatives - Talent Development, the position plays a consultative role in advancing organizational and leadership development at UBC. Partnering closely with faculties and portfolios, the position supports the design and implementation of tailored initiatives and turnkey programs that address key organizational and leadership development needs.

A primary responsibility of this role is the design, delivery, and evaluation of UBC’s flagship Advancing Leaders Program—for Directors, Executive Directors, and Managing Directors—and the Senior Leaders Development Program—for AVPs, Deans, and those reporting directly to a VP. The Lead also contributes to and influences the Emerging Leaders Program and Developing Leaders Program to ensure a consistent leadership pipeline and program integration. 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 sharpen specific skills.

The position also 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, and culture strategies. The position serves as a strategic advisor to senior leaders and operates with high autonomy and accountability.

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 Manager, Talent Development Programming, the Talent & Organizational Development (ODE) Team, Central Human Resources team, and distributed HR colleagues, faculty, and staff.

Work Performed
Serves as a conduit between Central HR and Faculties/ Portfolios to identify customised leadership and organizational development needs.

Acts as a consult