Description

As Manager, Talent Development, you’ll lead a small team responsible for designing, evolving, and managing talent development processes that strengthen leadership capability, performance, and engagement across the business.

Partnering closely with the Emera Learning Manager and HR leaders in our operating companies, you’ll translate business needs into scalable, effective programs—always with a sharp focus on value, usability, and impact.
Lead and develop a team responsible for talent development, including leadership and team development, performance, competencies, and employee development and engagement tools.
Work with HR and learning partners across operating companies to identify needs, build, and oversee the delivery of practical, businessaligned talent programs.
Serve as a trusted internal advisor, bringing a strong employee lens, sound judgment, and credibility to HR and business partnerships.
Partner with Total Rewards to strengthen career pathing and performance management frameworks.
Own and continuously improve performance review processes and related system tools.
Enhance employee engagement survey processes—turning insights into clear priorities and actionable outcomes.
Use data and analytics to evaluate what’s working, focus efforts, and sharpen the overall talent development strategy.
Stay current with industry trends and bring forward ideas that meaningfully advance our talent management approach.

Requirements

You bring experience, confidence, and a strong understanding of what works in complex, operational organizations. You’re equally comfortable thinking strategically and rolling up your sleeves to deliver.

8+ years of Human Resources experience in an operational environment, with a strong focus on talent development, succession planning, and employee engagement.
Proven experience designing and implementing businessfocused talent and leadership development programs.
HRBP experience in an operational capacity
Strong collaboration skills and the ability to deliver practical outcomes across diverse stakeholder groups.
Clear, confident communication skills, including experience presenting to and leading large groups.
Experience identifying and implementing leadership assessment tools.
A track record of supporting or leading successful change initiatives through influence.
A bachelor’s degree in Business, Psychology, Human Resources, or a related field (or equivalent experience).
Previous people leadership experience (an asset).