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, $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 and tailored initiatives that enable UBC to meet its strategic objectives (Inclusion Action Plan, Indigenous Strategic Plan, Focus On People, Anti-racism, Wellbeing).

Contributes to UBC-wide enterprise-wide succession planning efforts by identifying leadership capability gaps at early stages, recommending development strategies, and ensuring ELP, and DLP programming supports long-term readiness for more senior roles.

Manages the design and implementation of a learning and leadership development framework, methodology, metrics, processes and tools.

Advises Instructional Designers in integrating leadership development programs into the broader learning framework.

Manages the development of the Emerging Leaders Program (ELP), and the Development Leaders Program (DLP) in partnership with the Learning and Talent Development team and other University stakeholders to ensure deliverables are consistent with the leadership and learning frameworks, program goals and desired learning outcomes.

Collaborates with the Lead, Strategic Initiatives – Talent Development to ensure vertical alignment across the full suite of leadership development offerings, supporting a seamless leadership pipeline from emerging to senior levels.

Co-develops with the Lead, Strategic Initiatives – Talent Development scalable frameworks for leadership readiness across levels.

Collaborates with HR teams and learning designers to align performance management, onboarding, and capability frameworks to integrate leadership competencies into early-career programs.

Ensures leadership programming supports culture transformation and talent development priorities.

Manages planning and design committees, ensuring strategic alignment when working with content specialists and facilitators.

Liaises with content and technology/systems experts and other course designers/instructors in developing blended learning solutions to ensure learning materials are aligned with learning frameworks, strategic priorities and desired outcomes.

Advises and consults on program goals.

Curates on demand and blended learning that aligns with learning outcomes and offerings.

Reviews, adapts and evaluates programs and identifies opportunities to evolve the offerings to ensure ongoing alignment with the University's strategic direction and the emerging needs of the campus.

Engages external evaluation processes and develops ongoing evaluation methods to assess the effectiveness of the program.

May participate as a program/learning advisor administering participant assessments and meeting with participants to review their learning path.

Facilitates training and workshops when required, including in person, blended and virtual learning experiences.

Manages leadership or professional development program budgets.

Conducts assessments, prepares reports and analyses, makes recommendations for change, initiates and evaluates learning interventions. Develops methods to determine the value/effectiveness of programs.

Manages external partners/vendor relationships for specific projects.

Identifies opportunities to help the team deliver on organizational objectives.

Performs other duties as required.

Consequence of Error/Judgement

Exercises considerable judgment and initiative in program development. Decisions made can significantly impact HR's ability to achieve its strategic direction or goals on leadership programs. This position plays an important role in attaining the strategic goals that have been committed to the University community.

Supervision Received

Reports to the Associate Director, Organizational Learning & Leadership Development. Works independently within broad objectives. Exercises considerable judgment in carrying out assignments and is accountable for the effectiveness of the programs and initiatives. Keeps Associate Director informed of actions through reports and discussions.

Supervision Given

Manages the Program Manager, Developing Leaders Program. Oversees the work of consultants, professionals, and staff by establishing work objectives, and reviewing work and performance as required. Supports and coaches the Program Manager to execute on logistics and learner support. Is the first point of contact for planning and decision-making.

Minimum Qualifications

Undergraduate degree in a relevant discipline. Minimum of five to seven years of related experience, or the equivalent combination of education and experience

• Willingness to respect diverse perspectives, including perspectives in conflict with one's own

• Demonstrates a commitment to enhancing one's own awareness, knowledge, and skills related to equity, diversity, and inclusion

Preferred Qualifications

• Degree in Education, Leadership, or Business administration, or in a related field such as organizational development or human resources management.
• Demonstrates a commitment to enhancing one's own awareness, knowledge, and skills related to equity, diversity, and inclusion
• Coaching certification accredited by the International Coaching Federation ICF or International Association of Coaching IAC preferred.
• CHRP designation preferred.
• Demonstrated skill and knowledge of current training and organizational development practices with strong emphasis on change management.
• Effective oral and written presentation and communication skills.
• Effective problem-solving and conflict management skills to advance a healthy working environment. Demonstrated experience in managing projects, meeting deadlines and resolving unexpected and/or ambiguous situations or issues.
• Proven intercultural competencies.
• Ability to communicate and interact with understanding and respect across diverse cultures.
• Ability to negotiate and influence within a collaborative framework.
• Demonstrated commitment to life long learning, shared leadership and continuous improvement. Demonstrated ability to anticipate future trends/consequences and create innovative strategies and flexible plans.
• Demonstrated initiative to analyze and resolve problems quickly, efficiently, and collaboratively. Ability to work in a team-based environment and to build, manage and maintain high-quality relationships.