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Job Description & How to Apply Below
In total, NFI supports its installed base in our buses and coaches around the world. Further information is available at
POSITION SUMMARY:
Reporting to the Group Director, Human Resources, this role is responsible for the design, implementation, administration, and continuous improvement of the organization's talent planning programs. As the sole owner of the talent planning function, this role provides both strategic leadership and hands‑on execution for succession planning, talent reviews, workforce planning, career development, and internal mobility initiatives.
Partnering closely with HR business partners and business leaders, the role identifies talent risks, strengthens internal talent pipelines, and develops strategies that support employee growth and workforce readiness. Through data-driven insights and talent planning practices, the role helps ensure the organization has the talent and capabilities needed to meet current and future business objectives.
WHY JOIN US:
Be part of a team leading sustainable bus and motorcoach solutions
Competitive Wages and comprehensive benefit package with Immediate benefit eligibility.
Paid holidays and vacation
Registered pension plan with generous company match
Passionate about creating a better product, a better workplace, and a better world
Inclusive workplace culture that values and empowers team members.
On-the-job training in a continuous learning environment (we invested $11.6 million in 2025)
Advancement opportunities within our family of companies
We are proudly named one of Manitoba’s Top 25 employers.
WHAT YOU WILL DO:
Succession Planning & Talent Reviews:
Lead and continuously improve the organization's succession planning and talent review processes, including process design, preparation, facilitation, documentation, and follow-up.
Partner with leaders and HR teams to identify critical roles, assess successor readiness, strengthen talent pipelines, and address talent and retention risks.
Maintain succession and talent information and translate findings into clear development priorities and actions.
Workforce Planning & Talent Strategy:
Coordinate workforce planning activities with business leaders to identify current and future talent and capability needs aligned with business priorities.
Analyze workforce trends, talent gaps, and organizational risks and translate findings into recommendations that strengthen workforce readiness.
Career Development & Internal Mobility:
Develop career development frameworks and pathways that help employees understand growth opportunities across the organization.
Strengthen internal mobility practices that support the identification, development, and movement of talent across teams and business units.
Talent Assessments, Analytics & Insights Establish and manage the organization's talent assessment framework, including the selection, governance, administration, and effectiveness of psychometric, behavioral, leadership, and job-suitability assessments.
Develop talent dashboards, succession reporting, workforce planning metrics, and other analytics that provide leaders with meaningful insights into talent readiness, risks, and trends.
Evaluate program and assessment effectiveness and use data to identify opportunities for…
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