Manager, Corporate Learning & Development

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The Manager, Corporate Learning & Development serves as a member of the Human Resources leadership team and reports to the Director, Leadership and Development. The incumbent plays a key role in the definition, support and execution and impacts of Leadership and Development programs for NAV CANADA.

The individual will lead and provide oversight to the Learning and Development team, who drives programs, initiatives, and strategies tailored to the needs of the organization. The Manager will lead development and implementation of learning and development policies, programs and practices.

The Manager, Learning and Development also acts as an ambassador for leadership and relies on trusted partnerships and establishes relationships to build a culture of leadership to achieve results.

• Challenging, team-oriented work environment
• Competitive compensation and benefits
• Opportunities for growth and development
• Diverse and inclusive workforce

• Lead, execute and evolve the learning and development strategies and programs in alignment with leading practices and in support of NAV CANADA culture and values.
• Provide leadership to the Learning and Development team involving direct reporting relationships and matrix reporting relationships, while evaluating and monitoring performance and development goals.
• Define and prioritize the team’s objectives with action plans, resource and budget allocation and performance metrics.
• Partner with Human Resources leaders including Business Partners to ensure integration with other core talent programs, curriculum and concepts.
• Consult with key stakeholders to perform periodic needs analyses.
• Work closely with senior management teams across the organization to identify and anticipate succession, development and performance needs of leaders at all levels.
• Provide advice to management team on learning and development options related to talent management, growth and succession.
• Develop measures, benchmarks, or scorecards to monitor the effectiveness of learning and development efforts; apply these measures to drive progress in talent management.
• Designs and incorporates effective communication and feedback methods for learning and development curriculums.
• Consistently assess and measure training and development programs to ensure they are relevant to the needs of the changing business.
• Benchmark industry for best practices in program design and development for management and represented employees.

• 5 years’ experience in Human Resources with a minimum of 3 years in Learning & Talent Development, HR Business Advisor/Partner roles or similar Talent Management functions.
• Demonstrated strategic thinking capability and business acumen with experience as a strategic HR business partner.
• Significant experience with development of leadership strategies and programs combined with strong analytic and decision-making experience.
• Experience with writing and proposing business cases with well thought out recommendations to support the viability and sustainability of the value of all programs and initiatives.
• Proven experience to plan, organize and prioritize the workload of a team along with leading high performing teams.
• Experience in planning, managing and leading projects or initiatives applying strong change management and project management skills.
• Experience in presenting and/or facilitating material in front of large audiences.
• Comprehensive understanding of all aspects of the Human Resources function.
• Thorough understanding of corporate strategy and strategic capabilities beyond HR and application of that knowledge to impact both long term strategy and day to day operations of the function.
• Knowledge of HR and leadership industry trends and core practices to development that will affect talent.
• Know-how in being a leader-by-influence who can play a key role on the HR senior management team as a strategist and cross-functional contributor to all areas of the business.

• Ability to influence at all levels, build consensus amongst stakeholders towards common goals and objectives.
• Excellent communication skills, both written and oral, with all levels of management including executives.
• Exceptional results orientation with a high degree of personal initiative and customer centric attitude.
• Excellent organizational skills and ability to handle and prioritize multiple programs.
• Strong assessor of talent with well-developed coaching, facilitation and presentation skills.
• A demonstrated commitment to high professional ethical standards and an inclusive and collaborative workplace.
• Proven interest in self-development with a commitment to personal on-going learning, growth and professional development.
• An energetic and “think on their feet” facilitator.

• This position is a hybrid position with a minimum 3 days per week on site.