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About the Role

Shape the future of CAAT's workforce by building and defining strategies, frameworks, and leadership capabilities that enable people and the business to thrive. Lead the execution of the enterprise talent and learning strategy, ensuring employees have meaningful opportunities to develop, grow, and succeed.

Responsibilities

• Develop and execute an enterprise-wide Talent strategy that aligns workforce capability with organizational priorities and future business needs.
• Champion succession planning by identifying critical roles, building leadership pipelines, and ensuring talent readiness for long-term success.
• Design and continuously evolve enterprise talent programs, including performance management, talent reviews, career development, succession planning, and internal mobility.
• Connect learning to development pathways by creating meaningful learning journeys for employees across every career stage.
• Assess and design a skills inventory across job families to connect key skills-based development with succession outcomes.
• Partner with HR Business Partners and business leaders to identify future capability requirements and translate organizational priorities into practical talent solutions.
• Create clear career architecture and development pathways to help employees understand growth opportunities and build rewarding careers.
• Facilitate enterprise talent review and calibration discussions that promote equitable, data-informed talent decisions.
• Leverage talent analytics, workforce insights, and program metrics to evaluate effectiveness, identify opportunities, and influence executive decision-making.
• Lead, coach, and develop the Learning & Development team while fostering a culture of innovation, collaboration, accountability, and continuous improvement.
• Partner with HR Operations and HRIS teams to ensure talent processes are supported by efficient systems, reliable data, and scalable governance.
• Drive the adoption of modern talent management practices that enhance employee experience while supporting organizational growth and transformation.

Requirements

• A post-secondary degree in Human Resources, Business, Organizational Development, Organizational Psychology, or a related discipline, or an equivalent combination of education and experience.
• 7+ years of progressive experience leading a combination of enterprise Talent Management, Learning & Development, Leadership Development, or Organizational Development initiatives, including people leadership experience.
• Proven success designing and implementing enterprise talent programs, including succession planning, leadership development, performance management, talent reviews, career development, and internal mobility.
• Demonstrated expertise building leadership development strategies and learning pathways that support employees from early career through executive leadership.
• Strong experience partnering with executives and senior business leaders to influence talent strategy and organizational capability.
• Exceptional consulting, relationship-building, and stakeholder management skills with the ability to challenge thinking and influence without direct authority.
• Experience developing enterprise capability frameworks focused on critical business skills such as business acumen, strategic thinking, leadership effectiveness, communication, and change leadership.
• Strong facilitation skills, with experience leading executive talent discussions, calibration sessions, succession reviews, and leadership development workshops.
• The ability to interpret talent insights, workforce metrics, and program outcomes to guide strategic decisions.
• Experience working with HR technology platforms and talent management systems to support scalable, efficient talent processes.
• A thoughtful, inclusive approach to talent management, with a commitment to building equitable development opportunities and fair talent practices.
• Professional HR designation (e.g., CPHR or CHRL) is considered an asset.

Skills

• Talent Management
• Learning & Development
• Leadership Development
• Organizational Development
• Succession Planning
• Performance Management
• Talent Reviews
• Career Development
• Internal Mobility
• Skills-based Development
• Talent Analytics
• Workforce Insights
• HR Technology
• Talent Management Systems
• Consulting
• Relationship-building
• Stakeholder Management
• Facilitation
• Business Acumen
• Strategic Thinking
• Leadership Effectiveness
• Communication
• Change Leadership

Location

• Remote

Work Type

• Full-time

Experience Level

• 7+ years of progressive experience
• People leadership experience

Education Level

• Post-secondary degree in Human Resources, Business, Organizational Development, Organizational Psychology, or a related discipline, or an equivalent combination of education and experience.

Benefits

• Competitive compensation
• Exceptional benefits
• Opportunities to learn and master skills
• Cultivating new skills
• Total Rewards program
• Flexible work arrangements
• Comprehensive benefits
• Wellness incentives
• Defined benefit pension plan
• Paid time off
• Health and dental benefits

About the Company

• CAAT is one of the fastest-growing pensions in the country, challenging the status quo and making a real impact on hundreds of employers.
• Driven by core values and a shared purpose, CAAT is a fierce champion for better retirement security with a can-do culture.
• CAAT believes innovation, passion, and purpose are ingredients for a great work environment.
• CAAT cultivates a culture of collaboration and fun through an inclusive and energetic environment.
• CAAT prioritizes comprehensive and holistic care for employees, designed to cater to every aspect of life and wellbeing.
• CAAT embraces growth as a way of life where opportunities for adaptation, innovation, and learning prosper.
• Together, CAAT is on a mission to secure a better financial future for Canadians.

Equal Opportunity

• DEIB at CAAT means respecting and valuing the broadest range of experiences, geographies, gender, ethnicities, backgrounds, and perspectives as key elements of our culture.
• CAAT's vision is to provide an environment where employees can bring their best, professional, authentic selves to work.
• CAAT Pension Plan is an equal opportunity employer and will accommodate needs under the Accessibility for Ontarians with Disabilities Act and the Ontario Human Rights Code.
• Hiring processes will be modified to remove barriers to accommodate those with disabilities, if requested.
• Should any applicant require accommodation through the application processes, please contact hr@caatpension.ca or call Human Resources at 416-673-9000 for assistance.