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Open nowPosted 18 hours ago

Lead, Leadership Programs

WestJet Group40 open roles

Where
22 Aerial Pl NE, Calgary, AB T2E 3J1, Canada
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Your applicationOpen nowLead, Leadership ProgramsWestJet Group · 22 Aerial Pl NE, Calgary, AB T2E 3J1, Canada

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  4. 14.9%14 days
  5. 34.0%30 days
This job: posted 18 hours ago

The posting

  Overview We have an exciting opportunity for a Lead, Leadership Programs. Reporting to the Director, Talent Strategy and Programs this role is responsible for the development, implementation, and continuous evolution of enterprise leadership talent strategies and programs. This role is located in Calgary and will operate as a trusted advisor to senior leaders and the HR team. The role leads strategic initiatives related to cross-functional mobility, succession planning and development, career progression, accelerated leadership development, and high-potential talent readiness in service of delivering on our business plan.  The role is accountable for designing and advancing integrated leadership talent practices that support the organization's current and future workforce needs. Using talent insights, workforce data, and best practices, the Senior Advisor identifies opportunities to strengthen leadership readiness, mitigate talent risks, and support business continuity. The position contributes directly to organizational talent outcomes by ensuring leadership talent strategies are aligned with organizational priorities and capable of supporting long-term growth and transformation.      Accountabilities  Organizational Leadership Strategy  Leads the development and implementation of leadership talent strategies that support organizational objectives and future workforce requirements. Identifies emerging leadership capability needs, assesses organizational readiness, and develops initiatives that strengthen how we prepare our leaders to lead through change. Partners with senior leaders and HR stakeholders to align leadership talent investments with business priorities and long-term organizational goals.  Succession Planning & Leadership Governance  Provides strategic leadership for senior leadership succession planning practices, frameworks, and processes. Monitors organizational bench strength, succession readiness, and critical role coverage while identifying opportunities for cross-functional movement, key risks and recommending mitigation strategies.   Leadership Pipeline & Talent Acceleration  Designs and implements strategies that identify, develop, and accelerate high-potential talent into future leadership roles. Oversees leadership pipeline health through the evaluation of talent flow, readiness, mobility, and development outcomes. Develops approaches that strengthen leadership depth and support the organization's ability to meet its performance objectives.  Leadership Development Programs  Leads the strategic design, build, and delivery of leadership development frameworks, programs, and experiences that build organizational leadership capability. Collaborates with training, broader talent management, HR business partners, and business leaders to establish leadership competencies, development pathways, and targeted interventions that support leader growth at all levels. Facilitates leadership programs as needed and evaluates program effectiveness and recommends enhancements to maximize business impact and participant outcomes.  Leadership Insights   Utilizes leadership talent data, workforce data and market trends to assess leadership pipeline health and organizational capability. Develops meaningful metrics, dashboards, and reporting tools that support decision-making and provide visibility into succession outcomes, leadership readiness, diversity within leadership pipelines, retention of key talent, and program effectiveness. Translates data into actionable recommendations for leaders and executives.  Stakeholder Consulting & Enterprise Influence  Acts as a trusted advisor to leaders, HR Business Partners, and executive stakeholders on matters related to leadership talent strategy, succession planning, talent development, and organizational capability. Influences decision-making through expertise, credibility, and evidence-based recommendations. Builds strong partnerships across the organization to drive alignment, adoption, and successful execution of talent initiatives.  Continuous Improvement & Innovation  Research emerging trends, leading practices, and innovative approaches in talent management, leadership development, succession planning, and workforce strategy. Recommends and implements enhancements that improve organizational effectiveness, strengthen leadership capability, and position the organization for future success.      Skills & Attributes 

Demonstrated ability to think strategically, beyond immediate talent needs and develop long-term strategies that support organizational objectives and future requirements. 

Strong understanding of organizational drivers, business priorities, headwinds, and the relationship between talent decisions and business performance. 

Ability to build credibility and influence decisions at senior leadership levels through consultation, facilitation, data, and subject matter expertise. 

Deep knowledge of leadership development, succession planning, talent reviews, career management, workforce planning, high-potential programs, and organizational capability development. 

Ability to synthesize data, talent metrics, and external trends into meaningful insights that support strategic decision-making. 

Skilled at leading complex discussions, facilitation, managing diverse stakeholder perspectives, and achieving alignment across organizational groups. 

Strong interpersonal skills with the ability to establish trusted partnerships across all levels of the organization. 

Demonstrated ability to challenge traditional approaches, identify opportunities for improvement, and implement innovative talent solutions. 

    Experience & Qualifications 

Undergraduate degree in Human Resources, Business Administration, Organizational Development, Psychology, or related discipline. 

Minimum 8-10 years of progressive experience in talent management, talent strategy, leadership development, organizational effectiveness, workforce planning, or a related field. 

Demonstrated experience designing and leading enterprise-wide talent management or leadership development initiatives. 

Experience facilitating talent reviews, succession planning discussions, and leadership assessment processes with senior leaders. 

Experience developing talent strategies informed by workforce analytics, organizational priorities, and future capability requirements. 

Strong understanding of leadership development methodologies, talent identification practices, career pathing frameworks, and succession management principles. 

Experience managing complex projects involving multiple stakeholders and organizational priorities. 

Proven ability to influence strategic decisions without formal authority. 

Experience working with executive leaders and providing consultation on talent-related matters. 

Professional designation such as CPHR, CHRL, PCC, or related credentials would be considered an asset. 

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