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Talent Development Consultant - Job Opportunity at EPCOR

Edmonton, Canada
Temporary
Senior
Posted: June 3, 2025
Hybrid
CAD 85,000 - 110,000 annually based on the senior-level requirements, specialized expertise in organizational development, and Edmonton market conditions for talent development consulting roles in large utility companies

Benefits

Opportunity to participate in EPCOR's hybrid work program, providing flexibility to balance remote and on-site work arrangements based on business needs and eligibility requirements
Access to comprehensive leadership development resources and tools, enhancing professional growth and career advancement opportunities
Exposure to organization-wide strategic initiatives, providing valuable experience in large-scale change management and organizational development
Professional development through coaching senior leaders and executives, building high-level consulting and facilitation skills

Key Responsibilities

Lead the strategic design and implementation of organization-wide talent development initiatives that directly impact EPCOR's leadership capability and organizational culture transformation
Drive critical process improvements for EPCOR's Talent Review and assessment cycle, ensuring alignment with strategic business objectives and leadership competency development
Provide executive-level coaching and consultation on succession planning, leadership development, and conflict resolution, directly influencing organizational performance and talent retention
Design and deliver innovative learning experiences using both virtual and in-person methodologies that foster behavioral shifts and enable a people-centered culture focused on belonging, growth, and high performance
Facilitate strategic coaching conversations and team interventions aligned with talent development standards and adult learning best practices, directly impacting team effectiveness and performance
Collaborate with diverse stakeholders including senior leaders, HR teams, and cross-functional working groups to ensure alignment of L&D initiatives with EPCOR's strategic vision and operational needs
Develop and track performance metrics for leadership development initiatives, ensuring programs deliver measurable outcomes that support business objectives
Handle sensitive executive-level information with discretion, particularly around succession planning, performance assessments, and psychometric evaluations

Requirements

Education

Degree in Leadership, Adult Education, Human Resources, Organizational Development, Business or Related (Masters degree preferred)

Experience

5+ years in HR, L&D or similar field (preferably in leadership positions). Experience in regulated, operations-driven organizations is also an asset

Required Skills

Proven ability to develop and deliver learner-centered programs and initiatives Strong grasp of methodologies in learning, organizational development, leadership development, and coaching Deep understanding of the connection between learning, leadership, culture, change, and engagement Skilled in strategic collaboration and coaching of senior leaders and executives Ability to exude high integrity and discretion when working with confidential or executive-level information Strong analytical, organizational, systems-thinking, and time-management capabilities Exceptional communication, facilitation, and presentation skills Ability to tailor messaging to diverse audiences Demonstrated ability to manage internal and external stakeholders and their deliverables effectively

Certifications

ICF-accredited Organizational Coaching CHRP designation
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Industry Trends

The utility sector is experiencing unprecedented transformation driven by renewable energy transition, requiring organizations like EPCOR to develop adaptive leadership capabilities that can navigate complex regulatory environments while managing operational excellence. This shift is creating high demand for talent development professionals who understand both traditional utility operations and emerging energy technologies. Corporate learning and development is increasingly focused on building resilient, inclusive cultures that can attract and retain talent in competitive markets. Organizations are investing heavily in leadership development programs that emphasize emotional intelligence, change management, and cross-functional collaboration skills. The integration of digital learning platforms with traditional coaching methodologies is becoming standard practice, with organizations seeking professionals who can design hybrid learning experiences that accommodate diverse learning styles and remote work arrangements.

Role Significance

Typically works as part of a 3-5 person talent development team within a larger HR organization, with matrix reporting relationships across multiple business units and frequent collaboration with senior leadership teams of 8-12 executives
This is a senior-level individual contributor role with significant strategic influence, evidenced by direct access to executive leadership, responsibility for organization-wide initiatives, and authority to drive process improvements across multiple business units. The role operates at a consulting level rather than operational level.

Key Projects

Organization-wide leadership competency framework development and implementation Executive succession planning and talent pipeline development Culture transformation initiatives focused on inclusion and high performance Leadership development program design for technical and operational roles Change management support for major operational or strategic initiatives

Success Factors

Ability to build credibility and trust with senior executives while maintaining confidentiality around sensitive talent decisions and organizational changes Strong systems thinking to connect individual leadership development with broader organizational strategy and operational performance Cultural sensitivity and change management expertise to navigate the intersection of traditional utility culture with modern workforce expectations Data-driven approach to program evaluation combined with intuitive understanding of adult learning principles and leadership development psychology

Market Demand

High demand driven by widespread organizational transformation initiatives across Canadian utilities sector and increased focus on leadership development following pandemic-related workforce challenges

Important Skills

Critical Skills

Executive coaching and leadership development expertise is essential as the role involves direct interaction with senior leaders and responsibility for developing organizational leadership capability. The ability to assess leadership competencies and design targeted development interventions directly impacts organizational performance and succession planning success. Systems thinking and organizational development knowledge are crucial for understanding how individual leadership development connects to broader organizational strategy, culture change, and operational performance. This perspective enables the design of integrated talent development solutions rather than isolated training programs. Change management and facilitation skills are vital for leading organization-wide initiatives and managing stakeholder engagement across diverse business units. The ability to facilitate difficult conversations and guide action planning around sensitive topics like succession planning and performance management is essential for role success.

Beneficial Skills

Project management certification and advanced program evaluation methodologies would enhance the ability to deliver complex, multi-phase talent development initiatives while demonstrating ROI and business impact Industry-specific knowledge of utility operations, regulatory requirements, and safety culture would accelerate credibility-building with operational leaders and enable more targeted leadership development solutions Advanced data analytics and learning technology skills would support the trend toward digital learning platforms and evidence-based talent development practices

Unique Aspects

Rare opportunity to shape talent development strategy during a period of significant utility industry transformation, providing experience that will be highly valuable across the energy sector
Direct involvement in succession planning and executive development within a major Canadian utility, offering exposure to complex operational and regulatory challenges
Temporary nature of role allows for focused project delivery without long-term organizational politics, while still providing potential for extension based on performance
Hybrid work arrangement in a traditionally on-site industry demonstrates EPCOR's progressive approach to workforce management and employee flexibility

Career Growth

2-4 years to progress to management level given the strategic nature of current role and exposure to executive leadership, with potential for accelerated advancement based on successful delivery of organization-wide initiatives

Potential Next Roles

Senior Manager or Director of Talent Development within utilities or large regulated industries Organizational Development Manager with expanded scope including change management and culture transformation Independent consulting practice specializing in leadership development for regulated industries Chief Learning Officer or VP of Human Resources roles in mid-sized organizations

Company Overview

EPCOR

EPCOR is a major Canadian utility company providing water, wastewater, electricity, and natural gas services across Western Canada and select U.S. markets. As a regulated utility with significant infrastructure assets and public service mandate, EPCOR operates in a complex environment requiring both operational excellence and regulatory compliance.

EPCOR is recognized as one of Canada's leading utility companies with strong financial performance and reputation for operational reliability. The company's diversified service portfolio and geographic presence provide stability and growth opportunities in the evolving energy sector.
Edmonton represents EPCOR's headquarters and primary operational hub, offering significant career development opportunities within the utility sector and access to Alberta's broader energy industry ecosystem including oil and gas, renewable energy, and infrastructure development sectors.
EPCOR's culture reflects the intersection of traditional utility industry values of safety, reliability, and public service with modern corporate emphasis on innovation, sustainability, and employee development. The company's investment in talent development indicates a commitment to building internal capability rather than relying solely on external hiring.
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