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About the Role
This role leads the design, implementation, and continuous improvement of Armstrong's global talent, learning, and performance agenda. It translates business priorities into scalable people-development solutions to strengthen leadership capability, build critical skills, improve performance, and create a strong internal talent pipeline. The role focuses on integrating performance management, talent reviews, succession, career development, learning academies, leadership development, and high-potential development.
Responsibilities
- Lead Armstrong's global talent management framework, including talent reviews, succession planning, high-potential identification and development.
- Establish consistent processes for identifying critical roles, talent risks, successors, and development priorities across regions.
- Partner with leaders and HRBPs to develop succession plans for critical and leadership positions.
- Build talent pipelines for key business and functional capabilities.
- Develop and maintain talent dashboards and analytics to identify talent risks, movement, readiness, and development trends.
- Support the development of career pathways and internal mobility strategies.
- Facilitate talent review and calibration discussions with leaders, ensuring consistency, transparency, and quality of talent decisions.
- Establish and monitor Individual Development Plans (IDPs) for identified talent and leadership populations.
- Develop and execute Armstrong's global learning strategy aligned with business priorities and capability gaps.
- Lead the evolution of Armstrong University and its associated functional and leadership academies.
- Establish frameworks for technical, functional, leadership, and manufacturing/operations capability development.
- Partner with subject-matter experts to translate business knowledge into scalable learning solutions.
- Establish standards for curriculum design, learning pathways, content lifecycle management, and program effectiveness.
- Oversee the design and delivery of leadership development programs for people managers and senior leaders.
- Develop targeted capability-building interventions for critical populations, including sales, engineering, manufacturing, operations, and emerging leaders.
- Evaluate learning technologies, external providers, and learning platforms to ensure an effective and sustainable learning ecosystem.
- Establish measures of learning effectiveness, application, and business impact.
- Own the global performance management framework and continuously improve the employee and manager experience.
- Lead the annual performance management cycle, including goal setting, reviews, calibration, and development planning.
- Partner with HR and business leaders to strengthen the quality of SMART goals, performance conversations, and differentiation.
- Design and facilitate manager training on goal setting, performance conversations, feedback, calibration, and development.
- Analyze performance data to identify trends, capability gaps, and opportunities to improve organizational effectiveness.
- Ensure performance management is appropriately integrated with talent reviews, succession, development, and rewards processes.
- Drive continuous improvement of the performance management process, technology, and governance.
- Design and implement a global leadership development architecture aligned with Armstrong's leadership expectations and business strategy.
- Build development journeys across leadership levels, from first-time managers through senior leaders.
- Establish core leadership capabilities and learning experiences that support Armstrong's evolving operating model.
- Partner with executives and HRBPs to identify leadership capability priorities.
- Develop executive and emerging-leader development initiatives, including coaching, assessment, and targeted development interventions.
- Support the integration of Armstrong's values, leadership expectations, and operating principles into leadership development.
- Build meaningful dashboards and reporting for talent, learning, and performance.
- Track measures such as succession coverage and readiness, critical-role talent risk, internal mobility and promotions, HiPo development, IDP completion and quality, learning participation and effectiveness, leadership program impact, performance distribution and calibration trends, and manager capability indicators.
- Use data and insights to help leaders make informed talent decisions.
- Establish a disciplined approach to measuring the business impact of major talent and learning investments.
- Establish governance, standards, processes, and documentation for global talent and learning programs.
- Ensure programs are scalable and appropriately standardized while allowing for regional requirements.
- Manage external vendors, consultants, and learning partners where required.
- Develop project plans, budgets, timelines, and success measures for major initiatives.
- Ensure effective stakeholder communication and change management for global HR programs.
- Continuously identify opportunities to simplify, digitize, and automate talent and learning processes.
- Partner closely with HRBPs and business leaders to diagnose organizational and capability needs.
- Translate business challenges into practical talent, learning, and performance solutions.
- Provide thought partnership to leaders on talent development, organizational capability, and leadership effectiveness.
- Collaborate with HR Operations, HR Technology, Compensation, and other HR teams to ensure an integrated employee lifecycle.
- Build strong relationships with regional HR teams and functional leaders across Canada, USA, UK/EMEA, India/APAC, and other Armstrong locations.
Requirements
- Bachelor's degree in Human Resources, Business, Organizational Psychology, Education, or a related discipline.
- 8–12+ years of progressive experience across talent management, learning & development, performance management, organizational development, or related HR disciplines.
- Demonstrated experience designing and implementing enterprise or global talent programs.
- Strong experience with talent reviews, succession planning, performance management, and leadership development.
- Experience working with senior leaders and HR business partners.
- Experience managing complex, cross-functional projects across multiple geographies.
- Strong understanding of adult learning, leadership development, and capability-building principles.
- Strong analytical and program-management capabilities.
- Excellent communication, facilitation, and stakeholder-management skills.
- Experience in a global manufacturing, industrial, engineering, technology, or similarly complex organization.
- Experience building functional or technical academies.
- Experience with HR technology, LMS/LXP platforms, and performance/talent systems.
- Experience with talent analytics and workforce insights.
- Organizational development or organizational psychology education.
- Experience managing external consulting and learning partners.
Skills
- Talent Management
- Succession Planning
- Performance Management
- Learning & Development
- Organizational Development
- Leadership Development
- Talent Analytics
- Program Management
- Stakeholder Management
- Adult Learning Principles
- HR Technology
- LMS/LXP Platforms
Location
- Global
Work Type
- Full-time
Experience Level
- 8-12+ years
Education Level
- Bachelor's degree
Salary/Compensations
- $120,000 CAD - $160,000 CAD
- Additional annual bonus component
About the Company
- Armstrong Fluid Technology is a leader in fluid-flow technology with over 1,600 colleagues globally.
- The company has a legacy of excellence spanning eight manufacturing facilities on four continents.
- Armstrong is a community of creative minds driven by a shared mission to engineer the future and safeguard the planet.
- The company is dedicated to pushing the boundaries of fluid-flow technology while upholding a commitment to sustainability.
- Employees have endless opportunities to learn, grow, and make a significant impact.
Equal Opportunity
- Armstrong does not use artificial intelligence tools to support candidate screening and assessment processes.