Napoleon leads the way with innovative engineering, advanced manufacturing techniques, unsurpassed customer service and remarkable product quality. Our award-winning products offer a best-in-class experience for all customers' home comfort needs. While we are proudly Canadian, Napoleon is also fortunate to operate on a world-wide scale.
The warmth and experience that Napoleon product brings to the homes of our customers transcends borders, language, and cultures to elevate everyday experiences, so you love being home. Throughout North America, Europe, South America and Asia, Napoleon creates memorable moments through our stunning designs and innovative technologies.
This posting is for an existing permanent vacancy and is actively being recruited for.
Job Title:Talent Management Specialist
Reports To:
Manager, Talent Management
Job Purpose:
The Talent Management Specialist plays a key role within the HR Centre of Excellence (COE), supporting the design, coordination, and execution of enterprise-wide talent management programs. This role contributes to building leadership capability and strengthening organizational effectiveness through core people programs including engagement, performance management, and talent development.
Key Responsibilities:Talent Management Program and Process
- Coordinate and execute defined components of core talent management programs, while partnering with COE leads on design and HRBPs on adoption including:
- Engagement (survey administration, insights, tools, corporate insights.)
- Performance Management
- Talent Reviews & Succession Planning
- Deliver comprehensive program assets and guidance to empower leaders and Associates during all phases of the performance life cycle.
- Support annual and cyclical talent processes across the organization
- Partner with HR Business Partners (HRBPs) and COE teams to ensure program alignment and adoption
- Create engaging training materials, toolkits, presentations, and resources to support initiatives and HR Business Partner (HRBP) Train-the-Trainer program rollouts.
- Track and report on key talent metrics and program effectiveness
- Support initiatives that build leadership capabilities aligned to the organization's leadership framework
- Assist in embedding leadership capabilities across the talent lifecycle (hiring, development, performance, succession)
- Contribute to tools, templates, and resources that reinforce leadership expectations
- Support onboarding/orientation programs to ensure strong Associate experience
- Coordinate and support delivery of leadership development programs
- Support the coordination of internal training programs
- Identify opportunities for future learning and development initiatives based on business needs
- Partner with internal stakeholders to support evolving L&D strategy
- Translate talent strategies into leader-ready tools and practical resources.
- Design materials that enable the HRBPs to effectively deliver and sustain programs. (presentations, toolkits, guides, communications)
- Ensure simplicity, usability, and consistency across all talent materials and alignment with organizational priorities
- Develop and maintain high-quality content for enterprise HR and leadership initiatives
- Contribute to enterprise initiatives including culture, engagement, and leadership effectiveness
- Create COE content to support transition of learning to (HRBP) Business Partners and (HRSS) HR Shared Services
- Partner with HR Business Partners (HRBPs) to ensure effective implementation and adoption of talent programs
- Collaborate with other COEs (Compensation, Benefits, Talent Acquisition) to ensure an integrated people strategy
- Act as a support resource to ensure smooth implementation of talent program
- Analyze talent data (engagement, performance, succession, turnover) to identify trends, risks and opportunities
- Develop and maintain simple, actionable dashboards to support HRBPs in decision-making
- Translate data into clear insights and practical recommendations to improve talent outcomes
- Support preparation of talent insights for executive and leadership discussions
- Monitor program effectiveness and adoption, identifying areas for continuous improvement
- Bachelor's degree or post-secondary education in business administration and/or Human Resources
- Minimum 3 years of experience in Talent Management, HR, or related discipline
- Experience supporting…
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