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Senior Advisor, Organizational Learning & Development
University of Alberta
Edmonton, CAN
Full-time
Senior · 7+ years experience
Hybrid
CAD 78194-130331 yearly / year
Discovered 2 weeks ago
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Location
- This role is hybrid with a mix of remote and in-person work at North Campus Edmonton.
- The Senior Advisor, Organizational Learning & Development spearheads training and development initiatives for the University’s ongoing portfolio of enterprise projects. They will be responsible for designing, developing, and delivering complex learning solutions while simultaneously defining the overarching L&D strategy for large-scale organizational initiatives. As a key contributor to enterprise change enablement, the position ensures learning strategies are intentionally designed to support organizational readiness, adoption and sustained implementation of change.
Responsibilities
- Strategic Planning: Build comprehensive, end-to-end learning and training strategies that support the University’s continuing portfolio of complex projects (e.g., system implementations, organizational restructuring, process transformations).
- Team Leadership & Mentoring: Guide, mentor, and oversee the daily work of junior instructional designers and external L&D contractors. Develops and maintains the instructional design standards and methodology applied across the function, ensuring quality control and alignment with organizational standards across all deliverables.
- Resource Allocation: Manage L&D resources effectively across multiple, simultaneous initiatives within a continuing portfolio of projects, ensuring milestones and deadlines are consistently met.
- Design & Development: Personally design and develop high-impact, complex training materials, including eLearning modules, instructor-led training (ILT) decks, job aids, quick reference guides, and multimedia content. Develops reusable materials and frameworks that carry forward to subsequent initiatives.
- Program Delivery: Facilitate and deliver training sessions to various audiences, including train-the-trainer (TTT) sessions, executive briefings, and end-user workshops, building sustained instructional capability within faculties and administrative units.
- Evaluation: Establish metrics to measure the effectiveness, knowledge retention, and business impact of delivered training, continuously iterating based on feedback and performance data, and maintaining a consistent evaluation approach so that results can be compared and improved on over time.
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