Specialist, Employee Learning & Development

Specialist, Employee Learning & Development

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Specialist, Employee Learning & Development

role at

Algonquin College of Applied Arts and Technology

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Pay Range

CA$46.28 / hr - CA$57.85 / hr

Department :

Employee Learning & Development

Position Type :

Fixed Term Administrative

Scheduled Weekly Hours :

36.25

Anticipated Start Date :

February 23, 2026

Length of Contract : 12 months

Posting Information :

This job posting is now accepting applications from all qualified individuals.

Posting Closing Date :

January 11, 2026

Please note : jobs are posted until 11 : 59 pm on the job closing date.

Land Acknowledgment

Algonquin College campuses in Ottawa, Perth and Pembroke are located on the traditional unceded, and unsurrendered territory of the Anishinàbe Algonquin People. The Algonquin People have inhabited and cared for these lands since time immemorial. We take this time to express our gratitude and respect to them and to the land for all that it has provided and will continue to provide.

Job Description

What You’ll Do

Ready to make a real impact on how people learn, grow, and succeed?

Join our dynamic Employee Learning & Development Team on a one-year contract as a Specialist, Employee Learning & Development, where you will play a key role in shaping how performance, career growth, and succession are supported across the College.

This is a hands‑on role for someone who is looking to have ownership of their work, strengthening programs, and building trusted relationships with people leaders. You will take ideas from concept to execution, leverage digital tools, and design practical frameworks that support effective performance, career, and succession practices in a complex and evolving environment.

Algonquin College is a place where people care deeply about learning, growth, and community. This role offers the opportunity to contribute to meaningful work that touches every employee across the College, strengthens the organization, and ultimately enhances the experience of our learners.

Duties and Responsibilities

Lead the design, delivery and continuous improvement of performance development programs across the College, including enablement of core processes leveraging Workday, the College’s HR information system.

Coordinate and support key components of the annual performance development cycle, including communications, documentation, tracking, reporting, calibration and audit activities, ensuring processes are clear, consistent, and well supported.

Coach, mentor and support people leaders in effective performance and career conversations by providing practical guidance, tools, and training related to performance and career development processes.

Analyze performance data and translate insights into recommendations that strengthen workforce capability and alignment with institutional priorities.

Lead and support succession planning frameworks, success profiles, tools, and processes for key roles, partnering with leaders on talent identification and calibration.

Apply an inclusion, diversity, equity, and accessibility (IDEA) lens to succession and talent practices in collaboration with IDEA and other partners.

Lead the implementation of career pathing frameworks, development plans and deliver one‑on‑one career development and coaching sessions to support employee growth.

Design and maintain tools and resources, and deliver training that support career development, succession identification, and workforce planning.

Partner across HR and the College to embed scalable, sustainable performance, succession, and career practices that support long‑term institutional goals. This includes collaboration with Strategy to align with institutional and business plan priorities, and application of learning and development expertise to support strategic workforce planning skills forecasting and future capability needs.

Exercise a high degree of discretion and professional judgement in handling sensitive and confidential employee information, including performance outcomes, succession planning, and talent decisions.

Contribute to continuous improvement through thoughtful collaboration, strong relationships, and a commitment to high quality employee experiences.

Required Qualifications

Four‑year degree, preferably in Human Resources, Organizational Development, or Psychology. An equivalent combination of relevant education and work experience may be considered.

Professional certification in Human Resources Management or Organizational Development is an asset (for example CHRP or CHRL).

Minimum seven years of progressive Human Resources experience, including experience in performance management, succession planning, learning and development, organizational development, and workforce planning.

Strong knowledge of performance and succession management frameworks, theories, and best practices, with the ability to coach and advise others.

Experience using HRIS platforms (Workday preferred) to support performance management, succession, and career development processes.

Advanced proficiency with Microsoft 365 tools to support collaboration, planning, reporting, and program delivery, with experience using generative AI and Microsoft 365 automation capabilities to improve productivity.

Experience in people analytics, reporting, and data analysis to support decision‑making.

Strong communication, coaching / mentoring and analytical skills, with the ability to influence and collaborate at all levels of the organization.

Demonstrated understanding of equity, diversity, inclusion, and accessibility principles and practices.

Knowledge of employment related legislation, collective agreements, and HR policies, with the ability to apply them in a complex unionised environment.

Strong planning, judgement, and decision‑making skills, with the ability to manage competing priorities and timelines.

Experience contributing to continuous improvement initiatives and process optimisation.

Experience working in a public sector or higher education environment is considered an asset.

Additional Qualifications

We’re especially excited to hear from candidates who bring :

Experience designing or supporting inclusive performance, succession, or career development processes, including creating opportunities for Indigenous communities or other equity‑deserving groups.

This experience supports the College’s commitment to Indigenisation and to strengthening how employees are supported, developed, and advanced across the organization.

Experience using Microsoft 365 tools, including Copilot, to enhance productivity, streamline processes, and integrate generative AI and automation into day‑to‑day workflows.

This aligns with the College’s strategic priority to leverage technology and data to enable more effective, consistent, and informed ways of working.

A strong sense of ownership and accountability, with the ability to manage a broad portfolio, prioritise effectively, and deliver high quality work.

This position offers the opportunity to own meaningful initiatives that strengthen how people are supported, developed, and prepared to succeed, reinforcing the foundational importance of our people across all areas of the College’s work.

Apply Now

Submit your application by Sunday, January 11, 2026, through our Careers Portal. Career Opportunities

Please ensure your cover letter :

Describes how your experience aligns with the required qualifications outlined in the job posting.

Highlights relevant experience in performance development, succession planning, or career development.

Where applicable, includes examples aligned with the additional qualifications, such as inclusive talent practices or the use of Microsoft 365 and automation tools.

Seniority level

Mid‑Senior level

Employment type

Contract

Job function

Administrative, Education, and Human Resources

Industries

Higher Education

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