Specialist, Talent Management

Reporting to the Director, the Specialist, Talent Management supports Payments Canada's talent strategy by providing foundational analytical, programmatic and change management tracking to support the execution of strategic talent priorities. This role is essential in building talent roadmaps, developing talent policies and procedures, supporting enterprise-wide talent program coordination and tracking progress against key priorities to drive the organization's talent agenda forward. The Specialist, Talent Management also applies change management principles when preparing talent roadmaps, with the objectives of supporting leaders and teams to adapt to new talent processes, systems and programs. The incumbent brings strong analytical and technical expertise, data-driven storytelling and presentation skills, experience in people and culture practices and conducting research on talent trends and best practices. The incumbent will gather information, analyze it, effectively disseminate it and liaise with other team members and the broader People team to provide insights and implications to inform recommendations and plans. This role is an integral member of the Talent team, working collaboratively to support the team's purpose to cultivate a future-ready and thriving workforce. This role also serves as a key point of contact for employee inquiries, ensuring high-quality service delivery, resource navigation and seamless coordination for the team. | Responsibilities of the Specialist, Talent Management include: Talent & Change Management Coordination (40%) Support the Talent team in deploying change management strategies and plans to enable the introduction and execution of enterprise wide talent initiatives, including scheduling workshops, distributing communication materials, and gathering feedback. Assist in the logistics, design formatting, coordination and facilitation of talent programs, such as management/leadership development programs, performance management, culture and strategic workforce planning initiatives. Administer and track change impact, readiness and post-program assessments, preparing raw data for analysis. Maintain the central respiratory for Talent methodologies, templates, and toolkit resources. Talent Program Support & HR System Navigation (30%) Provide day-to-day administrative support for enterprise-wide talent initiatives, including performance management and compensation cycles, learning modules. Navigate and maintain the talent related HR Information System (Dayforce), ensuring accurate data entry for employee talent profiles, training completion records, certifications and use of professional development budgets. Act as a first point of contact for general employee inquiries regarding corporate benefits, performance management, and talent development programs, routing complex issues to specialized team members. Liaise with external training vendors and stakeholders to coordinate logistics, scheduling, and invoicing for professional development sessions. Tracking/Reporting on Talent Priorities and Trends (10%) Design and maintain talent roadmaps, and reports that deliver actionable insights to the Talent and People teams and business leaders. Collect, analyze and interpret data related to strategic workforce planning, culture and engagement, recruitment, compensation and retention, performance and learning. Identify trends and risks in talent data and recommend evidence-based interventions Maintain a strong pulse on talent trends and identify potential impacts on the organization. Present research findings, insights, progress updates and change recommendations to the Talent team in clear, visual and compelling formats. Continuous Improvement (10%) Evaluate the effectiveness and ROI of talent programs, supporting continuous learning and improvement. Obtain stakeholder feedback on existing deliverables to determine modifications and / or enhancements of deliverables. Support the development, testing, and implementation of new or improved tools and methods. Document and continuously improve Talent policies and operational processes. Collaborate with HRIS and People business partners to improve talent data within Dayforce. Stakeholder Collaboration (10%) Establish relationships to foster collaboration with internal stakeholders. Participate as a SME on the Talent team and support engagement with cross-functional teams in a consultative/advisory role. Contribute to Talent discussions, shaping the team's agenda with market trends and organizational knowledge. Apply change management principles (i.e. stakeholder analysis, communication planning, readiness assessment) to ensure the smooth adoption of new Talent processes, systems and data-driven initiatives. Professional Development Participate in courses (in-house or external) and seminars related to development goals. Pursue internal and third-party reading and research to maintain skills required for the role. | Technical Competencies Analytical and Technical Proficiency in Google Workspace Familiarity with HR information systems (e.g., Dayforce, Workday), workforce data, and employee engagement surveys Experience handling and organizing large datasets, including unstructured quantitative and qualitative data Strategic and Change Leadership Proven ability to develop and manage talent analytic roadmaps and priority tracking Understanding of change management frameworks (ADKAR) and how to apply them in HR and organizational transformation contexts Support stakeholders through change using data-driven storytelling and engagement approaches Communication and Collaboration Excellent attention to detail and professional (e.g., Collaboration & Teamwork, Time Management & Prioritization, Critical Thinking & Problem-Solving, Analytical Thinking & Digital Literacy) and personal effectiveness skills (Accountability, Ownership & Performance Orientation, Flexibility, Adaptability & Navigating Change, Integrity, Ethical Conduct & Professionalism, Growth Mindset, Curiosity & Continuous Learning) Strong storytelling and presentation development skills; able to distill complex data into actionable insights Excellent interpersonal skills with the ability to collaborate across HR and business units | What you need to be successful Undergraduate degree in human resources, business administration, research, psychology or a related field of relevant experience. Certifications Preferred: Certified Associate in Project Management (CAPM), Prosci Change Management, CHRP or SHRM-CP. A minimum of three to five (3-5) years of experience in HR / Talent, with exposure to talent management, development and change management frameworks. Advanced knowledge and experience in Google Workspace (Docs, Sheets, Slides) Proficiency in HR information systems (e.g., Dayforce, Workday), workforce data, and employee engagement surveys. Strong analytical skills with the ability to extract and synthesize talent data. Strong coordination, time management and organizational skills. Excellent verbal and written communication skills for interacting with internal employees and external vendors. Demonstrated experience supporting change management initiatives. Excellent attention to detail and professional and personal effectiveness skills. Experience in establishing effective relationships with internal stakeholders Experience in supporting multiple priorities and projects. Bilingualism (English and French) is considered an asset. Eligibility to successfully complete background checks that will be carried out by Payments Canada, including criminal, credit, identity, employment, and education checks. Occasional travel will be required. | Salary range Our target starting rate for this role is $83,300 with flexibility based on your experience and qualifications. Please submit your application by October 27. | What's in it for you? Flexible, hybrid (remote/office) environment. Competitive compensation package, including annual variable bonus and defined contribution pension plan with employer matching percentage (if eligible). Comprehensive health and dental benefit coverage, including mental health coverage, life insurance and a health spending account for you and your dependents (Permanent and temporary employees with contracts 12 months and over). Paid time off: minimum four weeks paid vacation, sick and personal days, December holiday shutdown and cultural holiday observance days. 26 weeks of paid maternity and parental leave top-up (if eligible) Rewards and recognition program. Access to office gym facilities. Internal and external professional development opportunities. Fun team and organizational events. Monthly all staff forums led by our Executive Leadership Team.