MISSION
The Manager, Talent Development supports Indigo’s talent strategy by leading the execution, administration, and continuous improvement of talent management, leadership development, succession planning, career development, and employee engagement programs.
Working closely with HR Business Partners, leaders, and cross-functional stakeholders, this role helps build organizational capability by implementing scalable talent practices that strengthen leadership effectiveness, support employee growth, improve engagement, and develop readiness for future business needs. The Manager translates strategy into action, ensuring talent programs are well executed, adopted across the organization, and deliver measurable impact.
KEY PERFORMANCE MEASURES
- Successful delivery, adoption, and continuous improvement of performance enablement, talent reviews, succession planning, leadership development, and career development processes.
- Improved employee sentiment regarding career growth, development opportunities, leadership effectiveness, and internal mobility.
- Increased quality of talent insights, succession plans, talent pipelines, and talent mobility.
KEY RESPONSIBILITIES
- Manage the execution and continuous improvement of Indigo’s enterprise talent processes, including performance enablement, talent reviews, succession planning, critical-role identification, high-potential development, and career development.
- Support the annual talent cycle, establishing clear plans, timelines, communications, governance, and stakeholder accountabilities to ensure effective delivery across the organization.
- Support leadership development programs that build the capabilities required of Indigo leaders and reinforce the organization’s leadership competency model.
- Partner with HR Business Partners, the Director of Talent Development, and business leaders to identify talent and leadership priorities and translate them into practical, scalable development solutions.
- Analyze talent, succession, and engagement data to identify organizational risks, capability gaps, and development priorities, and provide actionable recommendations to HR and business leaders.
- Strengthen succession readiness by maintaining accurate talent profiles, monitoring development actions, and tracking movement in the readiness of successors for critical roles.
- Develop tools, resources, and communications that equip leaders to assess talent, provide meaningful feedback, and conduct effective career and development conversations.
- Lead the implementation and adoption of new or updated talent practices, ensuring leaders and employees understand both the purpose of the change and their role in applying it.
- Establish measures of success for talent and leadership initiatives, evaluate participation and impact, and use findings to improve program effectiveness.
- Manage relationships with external vendors and partners, ensuring solutions meet business requirements, remain within budget, and deliver the intended value.
- Lead cross-functional talent development projects, creating alignment among stakeholders and ensuring milestones, risks, decisions, and deliverables are effectively managed.
- Partner with the Director of Talent Development to translate Indigo’s enterprise talent strategy into annual priorities, implementation plans, and measurable outcomes.
Reports to: Director, Talent Development
KEY RELATIONSHIPS
Internal:
- HR Business Partners
- Cross-Functional Leaders
- Learning & Development Team
External:
- Vendors and suppliers
- 5-7 years of progressive experience in talent management, leadership development, organizational development, employee engagement, HR, or a related field.
- Experience supporting enterprise talent processes such as performance management, succession planning, talent reviews, leadership development, and career development.
- Demonstrated experience managing complex projects and multiple stakeholders.
- Data-driven mindset with the ability to turn insights into action and drive measurable outcomes.
- University degree in Human Resources, Business, Organizational Development, Education, or a related field.
- Certified coach, facilitation certification, or related professional designation would be considered an asset.
- Full alignment with Indigo values as reflected in the Guiding Principles statements
- A passion for Indigo’s mission.
Indigo uses artificial intelligence (AI) tools to assist with certain aspects of the hiring process, such as screening and assessments. These tools support our team but do not replace human judgment. We are committed to using AI responsibly, fairly, and in compliance with applicable employment and anti-discrimination laws. We regularly review these tools to help prevent bias or discrimination.
At Indigo, Diversity, Equity, Inclusion, and Accessibility are core to our values. We integrate these principles into our training, policies, and hiring practices and continuously evolve to reflect the needs of the communities we serve. We welcome applicants from all backgrounds and lived experiences, including but not limited to individuals who identify as BIPOC (Black, Indigenous, and People of Colour), members of the 2SLGBTQIA+ community, and persons with disabilities. If you require an accommodation during the recruitment process, please contact Human Resources at talent@indigo.ca.
We respect your privacy throughout the recruitment process. Our Candidate Privacy Notice explains how we collect, use, and protect your personal information when you apply for a role with Indigo, and the choices available to you.
This posting is for a current opportunity within Indigo.