The salary range for this position is $130,000 to $160,000. Final compensation will be determined based on relevant skills, experience, qualifications, and internal equity. In addition to base salary, eligible employees may be entitled to other elements of total compensation, which may include group benefits, employer RRSP contributions, and discretionary bonus or incentive programs, where applicable to the role. We are committed to offering competitive compensation and comply with all applicable pay transparency legislation. Further details regarding our total rewards program will be shared by the Talent Acquisition team during the hiring process. Canadian work experience is not a requirement for this role. Please note that artificial intelligence–based tools may be used at certain stages of the recruitment and applicant screening process.

This is posting for an existing vacancy. 

Compass Group Canada is seeking a Director, Talent & Leadership Development to strengthen leadership capability and build a more strategic, business-driven talent function across the Canadian business. Reporting to the Senior Director, Talent COE, the Director will lead a team of six professionals and oversee an integrated portfolio spanning leadership development, talent management, succession planning, performance management and learning.

This is a unique opportunity to elevate talent and leadership practices into a more strategic, business-driven function while strengthening the organization’s talent management approach and leadership pipeline. The Director will define a multi-year roadmap and implement scalable strategies that strengthen leadership pipelines, accelerate the development of high-potential talent, and build leadership capability across both field and corporate populations. A key priority will be building an integrated talent management strategy that connects succession planning, talent reviews, leadership development, mentorship and performance management. Complemented by innovative learning and development programs, these initiatives will create an integrated talent experience that strengthens leadership capability, supports career progression and prepares future leaders. Working closely with the Executive Committee, operational leaders and People & Culture Business Partners, the Director will align talent priorities with business strategy while collaborating with global colleagues to leverage best practices, share ideas and develop solutions that support the evolving needs of the Canadian business.

This role will appeal to a strategic, business-oriented talent leader with expertise in leadership development, succession planning and talent management. The successful candidate will be energized by the opportunity to build an integrated talent function, develop the next generation of leaders, and foster a high-performance culture across Compass Group Canada.

Now, if you were to come on board as our Director, Talent & Leadership Development, we’d ask you to do the following for us:

• Talent Strategy
  • Develop and execute an integrated talent and leadership development strategy that aligns with Compass Group Canada’s business objectives and strengthens organizational capability across field and corporate populations.
  • Establish a multi-year roadmap that connects leadership development, talent management, succession planning, performance management and learning into a cohesive talent ecosystem.
  • Assess the current function, team capabilities and portfolio of programs; evolve the operating model, priorities and allocation of resources to build a scalable, business-driven function.
  • Lead change initiatives that embed new talent practices, leadership expectations and learning solutions across the organization.
  • Lead, coach and develop a team of six professionals, creating clarity of purpose, accountability and a high-performing culture.
• Talent Management & Leadership Development  
  • Design and implement enterprise approaches to talent reviews, succession planning, leadership assessment, high-potential identification and development, 9-box talent calibration and internal mobility, with particular focus on leaders below the Vice President level.
  • Identify and manage organizational talent risks by strengthening leadership pipelines and ensuring strong succession for critical roles through the effective assessment of performance, potential, career development and internal mobility.
  • Design and implement an integrated, end-to-end performance management cycle that connects goal setting, KPIs, leadership expectations, ongoing coaching and feedback, performance reviews, talent discussions and development planning.
  • Develop practical tools, frameworks and resources that enable leaders to assess talent, identify capability gaps, facilitate meaningful development conversations and make informed talent decisions.
  • Design and deliver scalable leadership development initiatives, including leadership academies, leadership transition programs, executive coaching and mentorship, partnering with business leaders to prepare high-potential talent for future leadership opportunities.
• Learning & Capability Development
  • Develop and execute learning strategies that build the critical capabilities required to support Compass Group Canada’s continued growth, operational excellence and client service.
  • Leverage and customize existing internal, external and global learning and leadership programs to meet the specific needs of the Canadian business.
  • Oversee onboarding experiences for hourly, salaried and executive employees to ensure a consistent introduction to the organization’s culture, values and expectations.
  • Develop and execute learning strategies that build critical capabilities in leadership effectiveness, business acumen, client service, operational excellence and people leadership
• Business Partnership
  • Partner with the Executive Committee, operational leaders, People & Culture Business Partners and HR leaders to align talent priorities with business strategy, strengthen leadership capability and expand career pathways and internal mobility.
  • Collaborate with colleagues across the United States and other international markets to leverage global frameworks and proven programs, adapting them to meet the needs of the Canadian business.
  • Embed the talent function as a trusted business advisor by proactively identifying organizational capability gaps, talent risks and workforce opportunities.
  • Use data and insights to influence senior leaders, inform talent decisions and demonstrate the business impact of talent and leadership initiatives.

Think you have what it takes to be our Director, Talent & Leadership Development? We’re committed to hiring the best talent for the role. Here’s how we’ll know you’ll be successful in the role: 

• Progressive leadership experience across talent management, leadership development, succession planning, performance management and learning within a large, complex organization.
• Demonstrated success building or transforming enterprise talent and leadership functions that align with business strategy.
• Experience designing integrated talent strategies that connect talent reviews, succession planning, performance management, high-potential development and internal mobility.
• Experience designing and delivering enterprise leadership development initiatives, including leadership academies, executive coaching, mentorship and leadership transition programs.
• A strategic, entrepreneurial and business-oriented leader with the curiosity to understand the business, challenge the status quo and translate business priorities into practical, scalable talent solutions.
• Strong executive presence and credibility, with experience influencing senior leaders and partnering with operational leaders across field-based and corporate environments.
• Demonstrated ability to leverage data, metrics and insights to measure program effectiveness, inform talent decisions and demonstrate business impact.
• Demonstrated people leadership, including coaching and developing teams while fostering a high-performing, collaborative and engaging team culture.
• Post-secondary education in Human Resources, Organizational Development, Business, Psychology or a related discipline. A graduate degree, relevant professional designation, and/or certification in leadership or behavioural assessment tools would be considered an asset.