Talent and Leadership Development Manager

Job Purpose

Responsibilities And Accountabilities

• Research, review, identify and define gaps between current Enterprise leadership development programs and industry/business standards including but not limited to the National Academy for Nuclear Training, Institute of Nuclear Power Operations (INPO), World Association of Nuclear Operators (WANO) and International Atomic Energy Agency (IAEA) guidelines and guidance.
• Lead the development, implementation and evaluation of leadership development programs that meet industry standards and regulatory requirements.
• Manage the development of materials and facilities to support the delivery of pre-eminent leadership development programs.
• Coordinate and plan strategically for improving the effectiveness of Enterprise leadership to support plant performance.
• Identify assessments and the applicability of assessments for the Leadership development candidates.
• Oversee the development of Leadership Development modules and facilities to ensure the need, design, development and presentation of materials.
• Review objectives, lesson plans, activities and evaluation techniques to maintain and ensure integrity of the program.
• Oversee implementation and evaluation of the development programs to ensure continuous improvement.

Responsibilities And Accountabilities

• Manage and implement Mandatory Induction Training for new joiners to the Enterprise.
• Conduct and manage training needs analysis to formulate recommendations for corporate non-nuclear training programs as well as core competency training.
• Oversee the development and maintenance of the Mandatory Induction Training, core competencies course materials to meet program needs and ensure they remain aligned to current best practice as informed by Subject Matter Experts (SMEs) and stakeholders.
• Oversee deployment of training facilities, equipment and materials to ensure effective training delivery with regard to soft skills.
• Review objectives and examination tools created to evaluate training material and ensure alignment with training program analysis and design.
• Oversee the execution of core competency training programs to ensure gaps in talent competencies are captured and addressed in developmental activities.
• Ensure the graded Systematic Approach to Training (SAT) is used in the creation and delivery of training to ensure training effectiveness.
• Oversee the planning, coordination and payment of external trainings to ensure alignment with employee developmental gaps and/ or individual development plans,.
• Evaluate the external training feedback on quality, content and effectiveness to inform decisions for future use.

Responsibilities And Accountabilities

• Oversee the development and maintenance of Leadership Development policies, process/program descriptions and procedures in accordance with established requirements.
• Oversee the completion of records and documentation associated with leadership programs to ensure availability and accuracy of records.
• Manage the Leadership Development Key Performance Indicators (KPIs) to ensure objectives are met.
• Evaluate management and delegate feedback and observations regarding Leadership Development modules to identify improvement opportunities.
• Conduct evaluations and self-assessments to identify program opportunities.
• Conduct periodic roll-ups of feedback forms, summaries, observations and post module evaluations to ensure appropriate knowledge and skills are demonstrated and imparted in the programs.
• Ensure team members are engaged in continuous learning to ensure the latest leadership practices are available for the Leadership Development programs.
• Manage external leadership developmental opportunities for the Enterprise leaders (INPO, WANO). Program Administration and Improvement

Responsibilities And Accountabilities

• Ensure periodic rollups of training observations, feedback summaries and Post Training Reviews are conducted, evaluated and gaps identified for performance improvement.
• Review Post-Training Evaluations to determine the extent to which knowledge and skills gained are being used by attendees in their roles.
• Lead evaluations and assessments, both Comprehensive Self-Assessments and Snapshot Self- Assessments focused to identify training program improvement opportunities and enhancing effectiveness of personnel and leadership behaviors.
• Manage the development and maintenance of relevant section schedules to support training implementation and resource use.
• Oversee the maintenance of the facilities, equipment, materials and qualifications to ensure effective program delivery.
• Monitor and guide the talent development instructors in training design, development and delivery of training in accordance with established standards, policies and procedures. Operational Planning

Responsibilities And Accountabilities

• Provide input into the development of the Division’s systems, processes, and procedures, as well develop, and implement the Department’s systems and processes, identifying potential areas of improvement to ensure efficient, effective, safe and risk-free operations as well as compliance with corporate and regulatory requirements.
• Monitor, control and report Operational and financial Key Performance Indicators (KPIs) related to the Department, to track performance and recommend corrective or mitigating actions.
• Ensure that all relative reports are prepared timely and accurately and meet the Department’s requirements and standards.

• INPO Instructor Certification

• INPO Training leader course

• Myers Briggs Type Indicator Practitioner

• Coaching Certification

Qualifications

Experience

• 10 years in the commercial nuclear industry or in talent and leadership development positions.
• Experience with development of initial and continuing leadership programs including Executive leadership program, middle manager programs and first line leaders.
• Behavioural Psychology Application: Practical experience in applying behavioural insights to influence leadership behaviour, culture, and engagement (beyond theoretical knowledge).
• Leadership Development Expertise: Track record in designing and implementing leadership programs linked to business outcomes (e.g., succession planning, leadership capability building).
• Stakeholder Influence & Coaching: Ability to engage and influence senior leaders, with strong coaching and emotional intelligence capabilities.
• Strategic Alignment: Experience aligning leadership development initiatives with organizational priorities and performance objectives.
• Culture & Behavioural Impact: Demonstrated ability to drive behavioural change and enhance organizational culture through targeted interventions.