Q Academy is entering a deliberate growth phase in the Canadian workforce development and corporate training market. This VP is being created to:
Consolidate all revenue streams — employer, government, and program-based — under a single accountable leader
Build a qualified pipeline before committing to significant operational or staffing investment
Establish Q Academy as the workforce partner of choice for BC employers and government workforce bodies
Create a repeatable, CRM-driven commercial process that the CEO can track weekly, not quarterly
Position Q Academy's brand clearly in the corporate training market — not as an academic institution, but as a delivery partner for employer and workforce outcomes
1. Revenue — Consolidated Target Ownership Own and be accountable for the total Q Academy revenue target: employer partnerships, government/funding partnerships, and workforce program fees combined
Build a revenue plan with monthly milestones and pipeline-to-close assumptions approved by the CEO
Ensure revenue is diversified across employer, government, and direct program channels — no single source should exceed 50% of total revenue in Year 2+
Report on revenue performance versus target weekly — not monthly, not quarterly
2. Pipeline — Qualified Opportunity Management Establish and maintain a qualified pipeline at minimum 3x the quarterly revenue target
Define pipeline qualification criteria: minimum employer size, contract value threshold, programme fit, and decision-maker access
Own the CRM as the single source of pipeline truth — no shadow spreadsheets, no verbal updates without CRM backing
Deliver a weekly pipeline dashboard to the CEO covering: new opportunities, stage progression, at-risk deals, and closed revenue
3. Employer Accounts — Corporate Partnership Development Identify, target, and close employer accounts in BC's priority workforce sectors: technology, healthcare, skilled trades, financial services, and logistics




Structure multi-year employer training partnership agreements with volume commitments and renewal incentives
Build an employer account management function: onboarding, training delivery coordination, satisfaction review, and renewal
Develop an employer advisory council to deepen institutional relationships and generate market intelligence for program development
4. Government & Funding Partnerships Map and pursue government workforce funding available to Q Academy as a training provider: provincial (WorkBC, SWIS, COJG equivalents), federal (ESDC, Sectoral Workforce Solutions), and municipal programs
Build relationships with WorkBC contract holders, Employment Service Providers (ESPs), and sectoral workforce bodies
Develop a grant and funding strategy that supplements commercial revenue — not replaces it — with clear concentration limits
Ensure all funded program delivery meets contractual reporting, outcome, and compliance requirements
Build the Q Academy commercial team in alignment with revenue milestones — not in anticipation of them
Sequence hires to maximize revenue return: business development before operations, account management before program coordination
Establish hiring profiles, onboarding plans, and individual revenue targets for each commercial team member
Present a headcount plan to the CEO linked to pipeline stage and revenue trajectory — never headcount without revenue justification
6. Brand-Delivery Handoff — Q Academy Commercial-to-Operations Interface Own the handoff between commercial commitments made to employers and government bodies and Q Academy's program delivery team




Ensure no contract is signed without a delivery-confirmed programme and timeline — no overpromising to close deals
Build a standard handoff protocol: contract summary, employer expectations, delivery timeline, and escalation path
Serve as the escalation point for delivery issues that risk employer or government partner satisfaction
7. Weekly Dashboard — CEO Commercial Accountability Deliver a structured weekly commercial dashboard to the CEO covering: pipeline value by stage, revenue closed this week/month/quarter, employer accounts active vs. target, government funding pipeline, team hiring status, and key risks
The dashboard is non-negotiable — format agreed with CEO in Month 1, delivered every week without exception
Flag risks proactively — pipeline gaps, delayed closures, employer account issues — before they become misses
Required Qualifications Education Bachelor's degree in Business, Commerce, Public Policy, Education, or a related field (required)
Graduate degree or professional designation (MBA, CPHR, economic development certification) is an asset
Formal training in government funding programs, workforce development, or adult education is a solid asset
Experience 8–12 years in workforce development, corporate training, economic development, or related commercial roles in Canada
Minimum 3 years in a VP, Director, or equivalent revenue ownership role — not program management
Demonstrated track record closing employer partnership agreements in BC or comparable Canadian market
Direct experience navigating government workforce funding programs in BC (WorkBC, SWIS) or nationally (ESDC) — not advisory, hands‑on application and management
Experience building and managing a CRM-driven commercial pipeline with weekly CEO or Board-level reporting
Experience hiring and managing a commercial team — including setting individual targets and managing underperformance

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📌 VP, Workforce Development & Partnerships (British Columbia)
🏢 MSM Unify
📍 British Columbia