Talent Development Consultant

Highlights of the job

If you thrive on collaboration, shaping a culture of learning and helping leaders grow – this is an exciting opportunity to make a difference!

We are hiring a temporary full-time Talent Development Consultant, initially for up to 12 months, with the possibility of extending to 18 months, working out of Edmonton, AB.

As a Consultant, you’ll be at the heart of it all – leading the design and implementation of significant organization-wide initiatives, empowering leaders and managing leadership development programs for different roles across the organization. You will play a key role driving process improvements related to EPCOR’s Talent Review and assessment cycle – ensuring resources and tools are curated and tailored to support the growth and development of EPCOR’s leadership competencies.

Additionally, you will coach leaders, facilitate meaningful discussions, and guide action planning around key Human Resources (HR) programs like succession planning, talent review, conflict management and team development. Plus, you’ll get to plan leadership and professional development events that inspire and energize our current and future leaders. Your ability to effectively collaborate and engage diverse stakeholders, subject matter experts, cross functional working groups and business unit representatives will enable the design, development and delivery of Learning & Development (L&D) initiatives that amplify and energize EPCOR’s culture.

This opportunity is open to internal and external candidates. Current EPCOR Employees, please ensure that you are using your “@epcor.com” email address. This position is eligible to participate in EPCOR’s Where We Work hybrid program depending on business needs and upon meeting the eligibility requirements.

What you’d be responsible for

You will be accountable to the Senior Manager, Talent Development and will have the following key accountabilities:

Strategy & Innovation

• Contributing to the Talent Development strategy by aligning with the HR strategic plan, L&D operational goals, and operational needs across EPCOR.
• Building strong, collaborative relationships across HR, L&D, and Operations to ensure alignment and influence.
• Delivering leadership and professional development programs using innovative, engaging virtual and in-person methods.

Organizational Development & Culture

• Providing consulting and coaching in areas such as succession planning, leadership development, conflict resolution, behavioral expectations, and organizational design.
• Coaching leaders to strengthen and apply leadership competencies, while supporting the development of their teams and identifying talent for growth.
• Designing and delivering learning experiences that foster behaviour shifts, and enable a people-centered culture focused on belonging, growth, and high performance.
• Promoting an inclusive, learner-centered internal brand that reflects EPCOR’s values and commitment to continuous improvement.

Project Management

• Scoping time, resources, and budget needs for new programs, ensuring alignment with the L&D curriculum design process.
• Developing and enhancing programs related to succession planning, competency development, EPCOR’s core behaviours and values, and career development.

Consultation and Facilitation

• Partnering with leaders and stakeholders to clarify complex program needs and develop strategies that enhance performance and career growth.
• Facilitating coaching conversations, team interventions, and learning sessions aligned with talent development standards and adult learning best practices.

Process & Program Improvement

• Identifying and implementing opportunities to enhance Talent Development processes and business operations.
• Ensuring programs deliver intended outcomes by developing and tracking metrics tied to leadership development initiatives.
• Aligning programs with EPCOR’s values, defined competencies, and the needs of Leaders
• Handling sensitive information with discretion, particularly around succession planning, performance, potential, and psychometric assessments.

What’s required to be successful

The successful candidate will possess the following qualifications, experience and behaviours:

• Degree in Leadership, Adult Education, Human Resources, Organizational Development, Business or Related (Masters degree preferred).
• Certifications such as ICF-accredited Organizational Coaching or CHRP designation are considered assets.
• Experience that includes:
  • 5+ years in HR, L&D or similar field (preferably in leadership positions).
  • Experience in regulated, operations-driven organizations is also an asset.
• Proven ability to develop and deliver learner-centered programs and initiatives.
• Strong grasp of methodologies in learning, organizational development, leadership development, and coaching.
• Deep understanding of the connection between learning, leadership, culture, change, and engagement.
• Skilled in strategic collaboration and coaching of senior leaders and executives combined with the ability to exude high integrity and discretion when working with confidential or executive-level information.
• Strong analytical, organizational, systems-thinking, and time-management capabilities.
• Exceptional communication, facilitation, and presentation skills – able to tailor messaging to diverse audiences.
• Demonstrated ability to manage internal and external stakeholders and their deliverables effectively.

Other important facts about this job

Jurisdiction: PROF

Hours of work: 80 hours biweekly

Learn more about Working at EPCOR!

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Please note the following information:

• A requirement of working for EPCOR is that you are at least 18 years of age, successfully attained a high school diploma (GED, or equivalent level of secondary education) and legally entitled to work in Canada. (A copy of a valid work permit may be required.)
• If you are considered for the position, clearance on all applicable background checks (which may include criminal, identity, educational, and/or credit) and professional reference checks is required. Some EPCOR positions require an enhanced level of background assessment, which is dictated by law. These positions require advanced criminal record checks that must also be conducted from time to time after commencement of employment.
• A technical/practical assessment may be administered during the selection process and this exercise will be used as a part of the selection criterion.
• To meet the physical demands required of some positions, candidates must be in good physical condition and willing to work in all weather conditions. Clearance on pre-placement medical and drug and alcohol testing may be required.
• Prior infractions for unsafe driving behaviours will be evaluated and considered for non-selection regardless of current demerits on file.

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