What we are looking for

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 solid 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 smo

📌 Specialist, Talent Management (Canada)
🏢 Sweeping Corporation of America
📍 Canada