Talent Acquisition - Global Lead

DM Lyons Consulting; Toronto; On-site; CAD 140,000 - 160,000; Full time

Job summary

DM Lyons Consulting seeks a Head of Global Talent, Learning and Performance to shape and lead an integrated talent strategy across regions. This executive role translates business priorities into scalable programs for leadership development, learning, succession and performance.

You will partner with executives, HR partners and SMEs, own global programs, manage analytics, governance and external partners, and build a durable internal talent pipeline for a complex multinational organization.

Qualifications

• 8–12 years progressive experience in talent management, learning and development or related HR discipline.
• Proven success designing and implementing enterprise-wide or global talent programs.
• Strong experience in talent reviews, succession planning, leadership development and performance management.
• Ability to influence senior leaders and work with HR Business Partners and cross-functional stakeholders.
• Experience leading complex programs across multiple regions with strong analytical, facilitation, communication and project-management skills.
• Knowledge of adult learning, leadership development and organizational capability-building principles.

Responsibilities

• Lead global talent reviews, succession planning and development priorities.
• Establish methods for identifying critical roles, talent risks, successor readiness and development.
• Facilitate talent reviews and calibration discussions for sound decisions.
• Build career pathways, internal mobility strategies and development plans for priority talent and leadership groups.
• Develop and execute a global learning strategy aligned with business priorities and capability gaps.
• Create scalable learning frameworks and academies; partner with internal experts to develop curricula.
• Oversee leadership development for managers and leaders; evaluate platforms and measure impact.
• Own the global performance management framework, goal setting, reviews and development planning.
• Strengthen manager capability in feedback and development conversations.
• Design leadership development journeys across career levels with coaching and assessment.
• Integrate performance, talent, succession, development and reward practices.
• Develop dashboards and insights on succession, risk, mobility, learning and performance trends.
• Use data to guide talent decisions and assess ROI of investments.
• Lead governance and global standards while accommodating regional needs.
• Manage external vendors and drive digitization of talent and learning processes.
• Partner with leaders to diagnose needs and translate into practical solutions.

Skills

Influence senior leaders

Analytical skills

Project management

Facilitation

Communication

Education

Bachelor's degree in HR, Business, Organizational Psychology, Education or related

Tools

LMS/LXP platforms

Job description

Head, Global Talent, Learning and Performance

$140-160K

Position Summary

The Head, Global Talent, Learning and Performance will shape and lead an integrated global strategy for talent management, learning, leadership development and performance. The role translates business priorities into practical, scalable programs that strengthen leadership capability, build critical skills and create a sustainable internal talent pipeline.

This leader will serve as both a strategic advisor and a hands‑on program owner, partnering with executives, business leaders, HR Business Partners and subject‑matter experts across a complex, multi‑region organization.

Key Responsibilities

Talent Management and Succession

• Lead the global approach to talent reviews, succession planning, high‑potential identification and development.
• Establish consistent methods for identifying critical roles, talent risks, successor readiness and development priorities.
• Facilitate talent review and calibration discussions, supporting sound and transparent talent decisions.
• Build career pathways, internal mobility strategies and development plans for priority talent and leadership groups.

Learning and Capability Development

• Develop and execute a global learning strategy aligned with business priorities and capability gaps.
• Create scalable technical, functional, leadership and operational learning frameworks and academies.
• Partner with internal experts to convert business knowledge into effective curricula, learning pathways and development programs.
• Oversee leadership development for people managers, emerging leaders and senior leaders.
• Evaluate learning platforms, technologies and external partners, and measure learning application and business impact.

Performance and Leadership Development

• Own and continuously improve the global performance management framework and annual cycle, including goal setting, reviews, calibration and development planning.
• Strengthen manager capability in goal setting, feedback, performance conversations and employee development.
• Design leadership development journeys across career levels, supported by assessment, coaching and targeted development where appropriate.
• Integrate performance, talent, succession, development and reward practices to support consistent people decisions.

Analytics, Governance and Program Delivery

• Develop dashboards and insights covering succession, critical‑role risk, internal mobility, development activity, learning effectiveness, leadership impact and performance trends.
• Use data to guide talent decisions and evaluate the return on major talent and learning investments.
• Establish global standards, governance and documentation while allowing for appropriate regional requirements.
• Lead major initiatives through clear project plans, budgets, timelines, stakeholder communication and change management.
• Manage external vendors and identify opportunities to simplify, digitize and automate talent and learning processes.

Business and HR Partnership

• Partner with business leaders and HR teams to diagnose organizational and capability needs and translate them into practical solutions.
• Advise leaders on talent development, organizational capability and leadership effectiveness.
• Collaborate across HR disciplines to deliver an integrated employee experience and build strong relationships across regions and functions.

Qualifications and Experience

Required

• Bachelor's degree in Human Resources, Business, Organizational Psychology, Education or a related field.
• Approximately 8 to 12 years of progressive experience in talent management, learning and development, performance management, organizational development or a related HR discipline.
• Demonstrated success designing and implementing enterprise‑wide or global talent programs.
• Strong experience in talent reviews, succession planning, leadership development and performance management.
• Ability to influence senior leaders and work effectively with HR Business Partners and cross‑functional stakeholders.
• Experience leading complex programs across multiple regions, supported by strong analytical, facilitation, communication and project‑management skills.
• Sound knowledge of adult learning, leadership development and organizational capability‑building principles.

Preferred

• Experience in a global manufacturing, industrial, engineering, technology or similarly complex environment.
• Experience building technical or functional learning academies.
• Knowledge of learning, performance and talent technologies, including LMS or LXP platforms.
• Experience with talent analytics, workforce insights, organizational development or organizational psychology.
• Experience managing external consulting, technology or learning partners.