Manager, Talent

Job Description

Position: Manager, Talent

Primary Location: Toronto, ON (hybrid)

Reports To: Director, Talent

Compensation: $125,000 - $145,000 CDN

Salary ranges are determined by role, level, and location. The range reflects the minimum and maximum target for new hire salaries for the position. Within the range, individual pay is determined by work location and additional factors, including job related skills, experience, and relevant education or training. More specific salary range for your preferred location can be discussed during the hiring process. Please note that the compensation details listed reflect the base salary only, and do not include bonus, benefits, pension contributions or additional incentives

Chemtrade is committed to delivering innovative solutions that address the complex challenges faced by our customers. As a responsible corporate citizen, we prioritize safety, sustainability, and environmental stewardship in all aspects of our operations. Our talented and diverse workforce is at the heart of our success, as we recognize that their knowledge, skills, and dedication drive our ability to deliver exceptional products and services. At Chemtrade, we believe in creating an environment where everyone feels valued, respected, and empowered to contribute their unique perspectives and talents. By putting people at the center of our operations, we build strong connections, nurture innovation, and create a fulfilling work experience for all.

Scope of Work:

The Manager, Talent is responsible for the leadership, governance, and successful execution of Chemtrade's enterprise talent portfolio, including performance management, talent reviews, succession planning, employee engagement, recognition, learning and development, coaching, and related workforce capability programs. The role ensures talent practices are aligned with business priorities, consistently applied, and designed to strengthen organizational capability, employee growth, and business performance.

As the central owner of the Talent & Development portfolio, the Manager establishes program standards, sets the annual talent calendar, prioritizes resources, monitors outcomes, and leads continuous improvement. The role partners with leaders and HR colleagues across the organization and provides direct leadership to two Specialists within the Talent team.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Adult Education, Psychology, or a related discipline.
• CHRP, CHRL, CPTD, or a related professional designation is considered an asset.

Experience

• 7-10 years of progressively responsible experience in talent management, learning and development, organizational effectiveness, employee engagement, or related HR disciplines.
• Experience within manufacturing & strong understanding of the specific needs for a large multi-site manufacturing company.
• Demonstrated experience leading enterprise talent programs or processes such as performance management, talent reviews, succession planning, engagement, leadership development, coaching, or recognition.
• Experience leading complex, cross-functional projects and managing competing priorities through annual program cycles.
• Experience interpreting workforce data, identifying trends, and translating insights into practical recommendations and actions.
• Experience consulting with leaders and HR partners and influencing decisions without relying solely on formal authority.
• Previous experience leading, coaching, or developing team members is strongly preferred.
• Experience working with HR technologies, talent systems, engagement platforms, learning systems, and reporting tools.

Skills and Competencies

• Strategic thinking and the ability to translate enterprise direction into practical programs, plans, standards, and measures.
• Strong business acumen and understanding of how talent practices support organizational performance and workforce capability.
• Demonstrated leadership, coaching, delegation, and resource-prioritization skills.
• Strong consulting, facilitation, relationship-building, and stakeholder-influence skills across organizational levels.
• Advanced program and project management capability, including governance, risk management, change management, and continuous improvement.
• Broad functional knowledge of performance management, talent reviews, succession planning, employee engagement, learning and development, recognition, and talent analytics.
• Ability to interpret complex information and prepare clear, decision-ready recommendations and presentations.
• Strong analytical judgment and attention to data quality, program controls, and measurable outcomes.
• Excellent written and verbal English communication skills.
• Advanced proficiency in Microsoft Office; experience with HRIS, talent, survey, learning, and reporting platforms is strongly preferred.

Responsibilities:

The percentages below represent the estimated allocation of time and may vary based on business needs and the annual talent calendar.

Talent Portfolio Leadership & Governance (20%)

• Own the integrated annual talent calendar and coordinate the timing, dependencies, communications, and delivery of major talent programs and processes.
• Establish governance frameworks, program standards, tools, controls, and decision rights that support consistent execution across the organization.
• Translate the enterprise strategy into practical program roadmaps, priorities, implementation plans, and measures of success.
• Prioritize work and allocate team capacity across the talent portfolio, balancing cyclical priorities, emerging business needs, and available resources.
• Lead continuous improvement by evaluating stakeholder feedback, program outcomes, participation, efficiency, and user experience.
• Oversee cross-portfolio risks, issues, interdependencies, and change-management requirements and escalate significant matters as appropriate.

Performance Management, Talent Reviews & Succession Planning (25%)

• Own the performance management framework and annual cycle, including goal setting, mid-year check-ins, year-end reviews, calibration, communications, and governance.
• Establish performance and calibration standards, develop the annual plan, and facilitate calibration discussions with managers and directors as required.
• Own the enterprise talent review process, ensuring consistent methodology, effective preparation, quality talent discussions, and timely follow-up.
• Own succession planning processes and standards, including critical-role coverage, successor readiness, development priorities, and organizational talent risks.
• Partner with the Director, Talent on executive talent reviews & calibration, senior succession discussions, and Board reporting as required.
• Own the High Potential program, including program criteria, nominations, governance, participant administration, stakeholder follow-up, development planning, and reporting.
• Use talent and succession insights to recommend actions that strengthen internal pipelines, readiness, and bench strength.

Learning, Development & Workforce Capability (15%)

• Own the enterprise learning portfolio and ensure priorities and investments align with business needs, talent strategy, and workforce capability requirements.
• Partner with business leaders, HR colleagues, and the Learning Specialist to identify capability gaps and determine appropriate enterprise or targeted solutions.
• Provide oversight for learning, leadership development, mentoring, and related employee development programs, ensuring quality, relevance, scalability, and measurable outcomes.
• Facilitate virtual and in-person learning sessions for employees and leaders and ensure a professional, inclusive, and engaging participant experience.
• Review program effectiveness and approve material changes to content, delivery approaches, platforms, vendors, and investment priorities.
• Provide governance and prioritization for the learning management system and major learning technology enhancements.
• Ensure the learning portfolio supports both current role capability and longer-term organizational needs.

Employee Engagement, Recognition, Coaching & Culture (15%)

• Own the employee engagement survey program, including annual planning, stakeholder expectations, survey governance, results interpretation, action-planning framework, and organizational follow-up.
• Partner with leaders and HR colleagues to identify enterprise engagement trends, risks, and opportunities and recommend focused actions.
• Own the strategy and governance of the CHEers! employee recognition program, including program objectives, major enhancements, budget decisions, and vendor performance.
• Own the EZRA coaching program and other enterprise coaching activity, including participant decisions, vendor relationship management, stakeholder coordination, and program evaluation.
• Provide governance and stakeholder support for Employee Resource Groups, ensuring alignment with broader talent, culture, and business priorities.
• Own the direction and priorities for DEI sponsorships and related strategic partnerships.

Talent Analytics, Systems & Program Effectiveness (15%)

• Establish talent reporting standards, outcome measures, dashboards, and review cadences that support leadership decision-making and program improvement.
• Review workforce trends, performance outcomes, succession data, engagement results, learning outcomes, and program metrics to identify organizational risks and opportunities.
• Translate complex talent information into clear insights and recommendations for leaders and HR stakeholders.
• Provide governance for talent systems and prioritize system enhancements in partnership with the relevant technology teams.
• Monitor data quality, completion, adoption, and program effectiveness and ensure appropriate corrective action is taken when issues arise.

Team Leadership, Budget & Vendor Management (10%)

• Lead, coach, develop, and support two Specialists.
• Establish clear objectives, priorities, decision rights, and performance expectations and ensure work is appropriately distributed across the team.
• Foster a collaborative, accountable, customer-focused, and continuous-improvement-oriented team culture.
• Monitor program budgets and portfolio spend and provide forecasts & recommendations to the Director.
• Oversee vendor performance, renewals, service issues, and significant program changes; ensure specialists process invoices and requisitions for the programs and vendors they administer.
• Other related duties as assigned.

What Chemtrade Offers You

Embracing Diversity, Maximizing Results

At Chemtrade we are committed to cultivating a work environment that embraces and values the unique qualities of every employee. We believe in harnessing the richness of diverse talents, ideas, backgrounds, experiences, and perspectives to drive our business forward. Our vision is to create a workplace where all individuals feel respected, empowered, and inspired to contribute their experiences, ideas, and perspectives.

In our culture, we celebrate multiple approaches and viewpoints. To foster an inclusive environment, we actively encourage the creation of Employee Resource Groups. These groups provide platforms for employees to share their unique perspectives, contribute their ideas, and help shape our inclusive culture. Together, we strive to build a workplace that recognizes and celebrates the diverse voices within our organization.

We recognize that the diversity of our employees is paramount to our organization's success. It is through the diversity of perspectives that we develop and shape programs and tools that support our employees' growth and career management.

Join us in our journey towards building an inclusive workplace that values diversity and promotes the personal and professional development of our employees.

We recognize the immense value of Employee Resource Groups (ERG’s) in fostering an including and supportive work environment. Our ERG’s serve as vital platforms for employees to connect, share experiences, and celebrate their unique backgrounds and perspectives.

We firmly believe that diversity drives innovation and fuels our success as an organization. By encouraging the formation of ERG’s, we aim to create a workplace where all individual feel empowered to bring their whole selves to work and contribute their diverse talents and ideas. Additionally, we understand the importance of work-life balance and the well-being of our employees and their families. That is why we proudly offer a range of family-friendly benefits, and opportunities for career growth and advancement.

We are committed to supporting our employees at every stage of their lives and ensuring they can thrive both professionally and personally. Join us and be a part of a company that values diversity, inclusion and the well-being of it’s employees.

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