Manager, Talent Development

Overview

The People & Culture department oversees both the strategic and operational dimensions of human resources, ensuring the organization has the talent, structures, and systems it needs to thrive. Our work spans long‑term initiatives such as talent management, organizational design, workforce planning, and culture development, while also delivering reliable day‑to‑day HR services including recruitment, onboarding, employee and labour relations, HR systems, and policy support. Together, these activities position People & Culture as a trusted partner in enabling organizational performance and employee success ensuring alignment to the strategic people plan. 

The Manager, Talent Development leads the design, implementation, and evaluation of programs that build organizational capability and support a high‑performing, future‑ready workforce. This role is responsible for developing and executing strategies related to learning and development, leadership development, talent acquisition, performance enablement, succession planning and engagement and health safety and wellness. Working closely with leaders and Senior People & Culture Business Partners, the Manager ensures talent initiatives are aligned with organizational priorities, to strengthen employee growth and engagement, and support a consistent, scalable approach to developing talent across the organization.

Responsibilities

Talent Acquisition 

• Oversee and lead strategic recruitment initiatives to attract diverse, high-quality candidates, leading reporting, metrics and creating efficiencies while implementing talent acquisition best practices
• Oversee employer branding and outreach efforts to promote the OEB as an employer of choice and manage student recruitment efforts, building strong relationships with partnering schools

Succession Planning 

• Develop and implement succession planning frameworks for critical roles
• Partner with the People & Culture Business Partners, and P&C Leadership team to facilitate talent reviews and readiness assessments with senior leadership, prioritizing development for high potential employees, providing relevant data and analytics
• Maintain talent pipelines and development plans for high-potential employees

Leadership Development 

• Design and oversee the delivery of leadership development programs for emerging and established leaders.
• Provide coaching and support for leadership transitions and onboarding.
• Collaborate with external partners to bring in best-in-class leadership training. 

Learning & Development (Enterprise-Wide) 

• Conduct learning needs assessments across departments. 
  Oversee the development and delivery of training programs using blended learning approaches. 
• Oversee the LinkedIn learning platform and promote a culture of continuous learning and professional growth
• Manage and implement the Learning Management System (LMS) and ensure compliance with mandatory training.

Strategic Workforce Planning 

• Align talent strategies with organizational goals and public sector HR frameworks. 
• Oversee engagement program, partner with vendor for development and rollout of surveys 
• Support diversity, equity, and inclusion through targeted development initiatives. 

Performance Management 

• Lead the annual performance management cycle, including planning, mid- year and year-end processes, ensuring consistency, fairness and alignment with organizational goals.
• Design and facilitate performance calibration sessions with leaders to ensure ratings are evidence-based, consistently applied and aligned across divisions.
• Provide tools, training and guidance to P&C Business Partners on evaluating performance, preparing documentation, and conducting effective performance conversations
• Ensure alignment between performance outcomes, development plans, and talent reviews

Health, Safety and Workplace Wellness

• Leads and oversees the Health, Safety and Wellness program – partners with external stakeholders on Health Safety and Wellness best practices, leads program and policy development and maintenance.
• Partners with leaders and cross functional teams to assess needs, implement development solutions and advances a holistic approach to employee growth, safety and wellness across the Ontario Energy Board

People Leadership and Development:

• Lead and manage a team through the provision of guidance and leadership, distribution assignment, and monitoring of work, and maximizing individual and team growth through development and coaching discussions
• Drive collaboration and development to maximize individual and team growth.
• Identify resource requirements and constraints and develop action plans to mitigate.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field. 
• Master’s degree or professional certifications (e.g., CHRL, SHRM, CPLP) preferred. 
• 5-8+ years’ progressive experience in talent development, leadership development, organizational development or learning & development, ideally within a public sector or government context, or within the energy sector
• Proficiency with HR systems such as HRIS, Learning Management Systems and digital learning platforms (e.g. LinkedIn Learning)
• Strong data analysis capabilities
• Demonstrated experience designing, implementing and evaluating enterprise-wide talent initiatives
• Experience in leading performance management cycles
• Demonstrated experience in managing health safety and wellness programs initiatives and policies
• Excellent written and verbal communication skills, including facilitation, coaching and presentation skills
• Proven track record in leading enterprise-wide talent initiatives
• Strong Coaching, facilitation, and influence skills; ability to guide leaders and staff through change and development conversations
• Demonstrated experience and ability to lead and develop a team, fostering collaboration, accountability and continuous learning.
• Demonstrated experiencing in managing multiple projects