Learning Manager- Leadership Institute

Position Description:

The Leadership Institute, Learning Manager, manages the planning, coordination, and delivery of enterprise learning and capability solutions for leadership development.
The role works closely with the Director, Leadership Institute, business stakeholders, subject matter experts, vendors, and regional L&D teams to deliver scalable, measurable, and business aligned learning initiatives that support workforce growth, and organizational transformation.
The Learning Manager is responsible for managing global capability programs, learning pathways, campaigns, integration initiatives, and enterprise learning operations. The role also contributes to governance, operational coordination, stakeholder engagement, vendor management, and continuous improvement activities across the portfolio.
This role is part of the global L&D Centre of Expertise (CoE) and reports to the Director, Leadership Institute.

Key responsibilities
Global capability program development and delivery (40 45%)

. Manage the planning, development, design, and delivery of global learning and capability initiatives for leadership development.
. Develop and design leadership development solutions based on best in class methodologies and aligned with CGI culture.
. Manage the rollout and operational delivery of enterprise capability programs and global learning initiatives aligned to workforce and business priorities.
. Manage the leadership development learning within the global learning calendar covering enterprise programs, internal expert led learning, and capability pathways.
. Work closely with subject matter experts, business stakeholders, and regional L&D teams to coordinate learning activities and ensure alignment across global and local requirements.
. Oversee day to day learning operations and delivery coordination through learning technologies, external providers, and global support teams to ensure effective execution and learner experience.
. Manage learning program implementation activities, including communications, logistics, reporting, scheduling, governance tracking, and learner engagement activities.

Capability operations, governance, and continuous improvement (25 30%)

. Manage governance, prioritisation, and operational coordination across the Leadership Institute portfolio.
. Manage the development, updates and maintenance of enterprise learning pathways, learning frameworks, capability documentation, and portfolio tracking processes.
. Monitor and analyze learning metrics, learner feedback, adoption data, and reporting insights to support continuous improvement and data informed decision making.
. Identify opportunities to improve operational efficiency, scalability, learner experience, and effectiveness across learning delivery processes.
. Support vendor management activities, including Statements of Work (SOW), delivery oversight, relationship management, and operational tracking.
. Contribute to continuous improvement initiatives across learning technologies, capability delivery models, and operational processes.

Stakeholder and relationship management (15 20%)

. Build and maintain collaborative relationships with business stakeholders, subject matter experts, vendors, and L&D colleagues across geographies.
. Manage engagement activities with internal experts and learning contributors to strengthen knowledge sharing and enterprise capability development.
. Partner with global, regional and SBU L&D teams to support alignment between enterprise capability initiatives and local business requirements.
. Contribute to or lead global capability initiatives, enterprise campaigns, and strategic learning activities.

Leadership and contribution to the Talent, Culture & Learning CoE

. Contribute to broader Talent, Culture and Learning CoE initiatives and transformation activities as required.
. Support collaboration, knowledge sharing, and continuous improvement across the global L&D community.
. Stay informed on emerging trends, innovations, and best practices in leadership development, workforce transformation, and learning operations.
. Contribute ideas and recommendations to improve the effectiveness and relevance of enterprise learning and capability solutions.

Additional Talent, Culture and Learning CoE projects

. Talent, Culture and Learning projects as identified – based on workload capacity, capabilities and career interests.

Key skills and competencies

. 5 8 years of professional experience in Learning & Development, Talent, Human Resources, Organizational Development, Consulting, or related enterprise functions.
. Experience managing global or regional learning programs, workforce capability initiatives, or enterprise learning operations.
. Experience developing and designing leadership development solutions including programs and pathways, etc.
. Strong organizational coordination, and project management capabilities, with the ability to manage multiple priorities and deadlines.
. Experience working in complex, matrixed, multicultural environments across geographies.
. Strong stakeholder management, communication, collaboration, and relationship building skills.
. Experience managing vendors, learning providers, or external partners is an asset.
. Experience working with learning technologies, reporting tools, and learning operations processes.
. Demonstrated ability to analyze learning data and support continuous improvement activities.
. Strong attention to detail and commitment to operational excellence.
. Enthusiastic about learning, workforce capability, and organizational development, with a growth mindset.
. Fluency in English and French is required.

Qualifications and education

. Post graduate education in Business, Human Resources, Adult Learning, Organizational Development, or related discipline is an asset.
. Relevant certifications in Learning & Development, Project Management, Change Management, or Talent Development are considered an asset.

CGI is providing a reasonable estimate of the pay range for this role. The determination of this range includes factors such as skill set level, geographic market, experience and training, and licenses and certifications. Compensation decisions depend on the facts and circumstances of each case. A reasonable estimate of the current range is $,–$,. This role is an existing vacancy.

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Bilingualism (French and English) is required for this position due to the nature of the role requiring interaction with national and global clients.

Skills:

• Analytical Thinking
• Detail-oriented
• French
• Human Resources
• Organizational development
• English
• Learning Design