The Learning & Development Partner

JOB SUMMARY

The Learning & Development Partner is responsible for designing, delivering, and continuously improving leadership development experiences that build, strong, inclusive, and future -ready leaders across Livingston. This position reports into the Director, Talent Management on a team of three, while also partnering closely with HR Business Partners, senior business leaders, and external vendors to translate leadership capability needs into impactful programs, curriculum, and learning journeys.

This role focuses specifically on leadership and development programs, complementing other L&D members who support additional talent management initiatives (e.g. performance management, talent assessment, succession planning, engagement, LMS  management, etc.). The ideal candidate blends strategic thinking with hands-on execution, is comfortable facilitating at multiple levels, and uses data to show ROI and continuously improve programs.

Location: This role offers a hybrid work arrangement for candidates located within 30 miles of Livingston’s West Mall office in Toronto, requiring two in-office days per week. Candidates residing more than 30 miles away will have the option to work fully remote.

KEY DUTIES & RESPONSIBILITIES

• Design, build, facilitate, and continuously improve leadership development programs that align with business priorities. This includes creating resources and training to help reskill and upskill associates to enable meaningful growth and career development.
• Redesign existing leadership programs and curriculum to improve relevance, scalability, and learner impact.
• Facilitate leadership development workshops for associates at various levels (e.g. emerging leaders, new managers, middle managers, senior leaders) and across various locations globally, in a virtual environment to strengthen leadership and management capability.
• Define success metrics and evaluate the effectiveness of leadership programs using qualitative and quantitative data. Additionally, move evaluation beyond basic metrics into measuring actual performance changes and business value by defining and calculating ROI. Communicate program outcomes and insights to HR, business leaders, and the greater organization.
• Partner with HR and senior leaders to conduct needs assessments, identify gaps and develop initiatives and programs to meet short-, medium-, and long-term business goals and strategic priorities.
• Improve new hire orientation. Coach managers to ensure new associates have a strong onboarding experience.
• Take over ownership of the Mentorship program, responsible for participant matching, setting expectations and structure, monitoring engagement and progress, measurement of effectiveness, and overall program health and impact.
• Deliver clear, compelling communication and change narratives that support adoption of talent and Organizational Development initiatives across the organization. Develop and execute a roadmap for implementing change, leveraging formal change management methodologies (e.g., ADKAR, McKinsey 7-S, Kotter’s 8 step, etc.).
• Stay current on leadership development trends, research, and innovative learning approaches in order to benchmark best practices and make recommendations on course design, content development, tools, and technologies. Act as a thought partner to leaders and HR colleagues on leadership and development best practices.

KNOWLEDGE & SKILLS

• Strong expertise in leadership development, adult learning principles, and instructional design.
• Experience managing multiple complex programs, coordinating exceptional end-to-end experiences with detailed project plans that account for all necessary communications, logistics, delivery, and measurement.
• Experience designing and operationalizing metrics and evaluation/ROI strategies for learning programs.
• Skilled facilitator with confidence engaging leaders at different levels in a virtual and in-person environment.
• Exceptional people and communication skills to present, discuss, and explain information clearly and credibly.
• Excellent customer service skills and ability to partner with multiple, diverse stakeholders in an authentic and empathetic way.
• Strong change-management skills with the ability to drive initiatives and influence key stakeholders, including experience applying formal change frameworks.
• Outstanding problem solver and critical thinker with excellent program/project management skills. Able to juggle multiple projects and tasks on tight timelines.
• Proficiency with HRIS systems, people analytics tools, and learning management platforms. Experience leveraging LMS platforms and applying design tools such as Articulate.
• Excellent proficiency in MS Office products including Excel, PowerPoint, and Teams.
• Fluent in French or Spanish is a bonus, but not required.

Work Experience 

At least 5 years of relevant experience in Talent Management, Organizational Development, Learning & Development, or related HR disciplines, including supporting senior leaders and designing enterprise-level programs.

Education

COMPETENCIES