Description
The Human Resource Consultant, Leadership Development is responsible for sourcing, designing, and delivering leadership development programs and resources for leaders across all levels of the organization. This role identifies development needs, builds internal programs, selects and customizes external offerings, and provides practical learning experiences that strengthen leadership capability and performance.
Working closely with Organizational Development and Learning & Development, this role integrates leadership programs with broader learning and talent initiatives, ensuring a coordinated approach that supports organizational strategy and long-term success.
Develops and evolves leadership development frameworks, curricula, and learning pathways for new, emerging, experienced, and senior leaders, including mentorship, coaching and leadership preparation programs.
Assesses learning needs, coordinates learning delivery, and evaluates learning outcomes, ensuring they strengthen leadership capability and support organizational priorities.
Collaborates with senior leaders and HR partners to identify leadership capability gaps and development priorities, based on organizational strategy, workforce planning, engagement data, and business needs.
Partners with Organizational Development to integrate leadership development with performance management, succession planning, talent reviews, and career development processes.
Provides expertise and support related to leadership competencies, performance expectations, and assessment tools.
Contributes to the design and implementation of career development and leadership progression pathways that support internal mobility and succession planning.
Evaluates leadership programs to assess impact, measure outcomes, and inform continuous improvement.
Collaborates with Equity, Diversity, Inclusion, & Accessibility Consultant to ensure leadership development initiatives encompass inclusive leadership principles and support equitable access to development opportunities.
Establishes and manages relationships with external partners, including executive coaches, leadership development vendors, facilitators, and consultants.
Participates in the review of external consultant proposals, including scope development, cost negotiation, and authorization of fee-for-service engagements.
Stays current on emerging trends, research, and best practices in leadership development, talent management, and organizational effectiveness.
Contributes to departmental planning and budgeting related to leadership and talent development initiatives.
Pursues professional and personal development through continuing education and training, research, professional networks, workshops, and conferences.
Performs other related duties as assigned.
Requirements
University Degree in business, social sciences, or a related field.
Minimum five (5) years of progressive experience in human resources or organizational development, including designing and implementing leadership development programs across various leadership levels, preferably in a unionized environment.
Demonstrated knowledge of current and emerging trends in leadership development and talent management, including leadership frameworks, succession planning, performance management, career development, and adult learning principles
Proficiency in the use of personal computers and software in a Windows-based environment
Strong analytical, problem-solving, and critical thinking skills, with the ability to interpret data and translate insights into practical solutions
Excellent verbal and written communication skills, including facilitation and presentation abilities
Demonstrated ability to work independently, manage multiple initiatives, and deliver results with limited direction
Proven ability to build strong relationships, influence/persuade, and collaborate effectively with internal and external stakeholders
Ability to exercise tact, discretion, and sound judgment when dealing with complex and sensitive issues
Strong project management skills, including planning, execution, and evaluation
Ability to generate innovative and practical solutions that support leadership effectiveness and organizational performance
Chartered Professional in Human Resources (CPHR) designation or working toward the designation would be an asset
Ability to communicate proficiently in both official languages (English and French) is an asset, but not required
