Director, Talent Development

The Director Talent Development leads Indigos enterprise approach to learning engagement and leadership development. The role designs and oversees the processes and programs that build leadership capability prepare future talent meet Indigos succession needs and support strong performance across the business.

Working closely with HR and business leaders the Director turns business priorities into practical scalable and measurable talent development solutions. This role brings strong expertise in how adults learn and grow at work and designs learning and career development that enable employees to actively shape their own careers.

KEY PERFORMANCE MEASURES

• Talent Process Effectiveness Embedding adoption and continuous improvement of the following HR processes: Performance Potential Succession Learning
• Learning Impact Efficient delivery of enterprise learning and talent initiatives. Launch of Indigo-U LMS/LXP integration with current HRIS learning adoption and improvement in on-the-job performance as evidenced by manager input and KPI alignment
• Employee Survey Results improved response to questions pertaining to development growth and leader effectiveness
• Leadership & Succession Readiness deeper and more ready bench strength for critical roles; quality of succession slates and readiness movement over time

KEY ACCOUNTABILITIES

Strategy

• Lead Indigos integrated Talent Development strategy ensuring learning & development and talent management processes work together to build capability drive performance and support retention.
• Align learning and talent priorities to business strategy and future capability needs.
• Partner with HR and business leaders to identify future-critical skills and roles informing workforce and succession planning.
• Contribute to annual planning budgeting and prioritization across the talent development portfolio.

Learning & Development

• Lead the evolution of IndigoU as a platform that supports enterprise capability-building priorities and employeedriven learning and career exploration.
• Own the enterprise learning platform(s) (LXP/LMS) ensuring the technology is easy to use relevant and wellsupported.
• Lead the design of customized learning experiences and curricula grounded in adult learning principles with clear goals practice and application on the job.
• Establish enterprise measurement practices for learning effectiveness and application using data and feedback to demonstrate impact insights and drive continuous improvement through talent and learning analytics.

Talent Management

• Lead the design and implementation of enterprise talent processes including:
  • performance enablement and development planning
  • talent reviews and calibration
  • succession planning and critical role identification
  • leadership and high-potential development
  • career development frameworks and tools
• Ensure these processes help employees understand their strengths development needs and career options and support leaders in meaningful development conversations.
• Lead change and adoption efforts when talent practices are introduced or updated.

Employee Engagement

• Develop enterprise engagement strategies that address identified needs and strengthen the employee experience. Shape and lead execution of initiatives linked to the engagement strategy including surveys and action planning onboarding and offboarding feedback and ad hoc feedback.
• Use engagement and feedback data to understand where employees want clearer growth paths stronger development opportunities or greater career mobility.
• Analyze results turn them into clear insights and partner with HR and leaders to create action plans.
• Support leaders and HR Business Partners with tools and communications to share engagement results and drive meaningful action.

Leadership

• Lead and develop the Talent Development team with clear goals accountability and support.
• Coach and advise senior leaders on talent development leadership effectiveness and change.
• Partner closely with HR Business Partners to ensure talent processes support growth retention and readiness.
• Stay current on learning and talent trends and apply what is relevant to Indigos context.
• Partner with the business to ensure talent development programs are customer-centric.

Cultural

• Model Indigos Guiding Principles.
• Foster a culture of continuous learning and development.
• Keep the employee experience at the center of learning and talent programs.

KEY RELATIONSHIPS

Reports to: Chief People Officer

Manager once Removed (MOR): CEO

Internal:

• HR Business Partners
• Business and functional leaders
• IT teams supporting learning systems and analytics
• Internal communications and change management

External:

• Learning and leadership development partners and vendors
• Professional Networks and Industry Associations

Qualifications :

Qualifications

• 10 years of progressive experience in learning talent development organizational development or talent management.
• Deep understanding of adult learning principles instructional design and established learning models such as ADDIE Kirkpatricks Four Levels of Evaluationexperiential learning blended learning and competency-based learning.
• Experience building customized learning curricula for frontline corporate and leadership audiences including facilitator-led programs digital learning self-directed learning cohort-based learning and curated learning pathways through platforms such as LinkedIn Learning.
• Experience leading enterprise-wide learning or talent programs in a multi-location or frontline-heavy environment preferred.
• Proven experience with performance and potential management succession planning leadership development and talent reviews.
• University degree in Human Resources Education Organizational Development or a related field.
• Coaching certification formal leadership development training or certification in instructional design or learning methodologies is an asset

Competencies / Skills / Attributes

• Strong ability to collaborate with senior leaders and translate business needs into practical solutions
• Expert program management: prioritization governance and delivery excellence
• Exceptional communication skills (written and verbal); strong facilitation and storytelling capability
• Data-driven mindset with ability to turn insights into action and drive measurable outcomes
• High standards for quality; attention to detail while keeping focus on scalable solutions
• Self-starter with demonstrated ability to drive results and bring others along
• Highly collaborative

Other (Availability travel Bilingual etc.)

• French is an asset

Additional Information :

This posting is for a current opportunity within Indigo.

Indigo uses artificial intelligence (AI) tools to assist with certain aspects of the hiring process such as screening and assessments. These tools support our team but do not replace human judgment. We are committed to using AI responsibly fairly and in compliance with applicable employment and anti-discrimination laws. We regularly review these tools to help prevent bias or discrimination.

At Indigo Diversity Equity Inclusion and Accessibility are core to our values. We integrate these principles into our training policies and hiring practices and continuously evolve to reflect the needs of the communities we serve. We welcome applicants from all backgrounds and lived experiences including but not limited to individuals who identify as BIPOC (Black Indigenous and People of Colour) members of the LGBTQIA community and persons with disabilities. If you require an accommodation during the recruitment process please contact Human Resources at

Remote Work :

No

Employment Type :

Full-time

Experience: years
Vacancy: 1