Please Note:
If you are a current Algonquin College employee, apply to this job via the Workday application.
Department:
Employee Learning & DevelopmentPosition Type:
Fixed Term AdministrativeSalary Range:
$46.28-$57.85-HourlySc
heduled Weekly
Hours:
Anticipated
Start Date:
Length of
Contract:
Posting Information
Posting Closing Date:
March 14, 2026Please note:
jobs are posted until 11:59 pm on the job closing date.
Land Acknowledgment:
Algonquin College campuses in Ottawa, Perth and Pembroke are located on the traditional unceded, and unsurrendered territory of the Anishinàbe Algonquin People. The Algonquin People have inhabited and cared for these lands since time immemorial. We take this time to express our gratitude and respect to them and to the land for all that it has provided and will continue to provide.
Job Description:
Join our dynamic Employee Learning & Development Team on a one-year contract as a Specialist, Employee Performance & Development, where you will play a key role in shaping how performance, career growth, and succession are supported across Algonquin College.
This is a hands-on role for someone who is looking to have ownership of their work, strengthening programs, and building trusted relationships with people leaders. You will take ideas from concept to execution, leverage digital tools, and design practical frameworks that support effective performance, career, and succession practices in a complex and evolving environment.
Algonquin College is a place where people care deeply about learning, growth, and community. This role offers the opportunity to contribute to meaningful work that touches every employee across the College, strengthens the organization, and ultimately enhances the experience of our learners.
Duties and Responsibilities:
Lead the design, delivery and continuous improvement of performance development programs across the College, including enablement of core processes leveraging Workday, the College’s HR information system.
Coordinate and support key components of the annual performance development cycle, including communications, documentation, tracking, reporting, calibration and audit activities, ensuring processes are clear, consistent, and well supported.
Coach, mentor and support people leaders in effective performance and career conversations by providing practical guidance, tools, and training related to performance and career development processes.
Analyze performance data and translate insights into recommendations that strengthen workforce capability and alignment with institutional priorities.
Lead and support succession planning frameworks, success profiles, tools, and processes for key roles, partnering with leaders on talent identification and calibration.
Apply an inclusion, diversity, equity, and accessibility (IDEA) lens to succession and talent practices in collaboration with IDEA and other partners.
Lead the implementation of career pathing frameworks, development plans and deliver one-on-one career development and coaching sessions to support employee growth.
Design and maintain tools and resources, and deliver training that support career development, succession identification, and workforce planning.
Partner across HR and the College to embed scalable, sustainable performance, succession, and career practices that support long term institutional goals. This includes collaboration with Strategy to align with institutional and business plan priorities, and application of learning and development expertise to support strategic workforce planning skills forecasting and future capability needs.
Exercise a high degree of discretion and professional judgement in handling sensitive and confidential employee information, including performance outcomes, succession planning, and talent decisions.
Contribute to continuous improvement through thoughtful collaboration, strong relationships, and a commitment to high quality employee experiences.
Other duties as assigned.
Required Qualifications:
Four-year degree, preferably in Human Resources, Organizational Development, or Psychology. An equivalent combination of relevant education and work experience may be considered.
Professional certification in Human Resources Management or Organizational Development is an asset (CHRP or CHRL).
Minimum seven years of progressive Human Resources experience, including experience in performance management, succession planning, learning and development, organizational development, and workforce planning.
Strong knowledge of performance and succession management frameworks, theories, and best practices, with the ability to coach and advise others.
Experience using HRIS platforms (Workday preferred) to support performance management, succession, and career development processes.
Advanced proficiency with Microsoft 365 tools to support collaboration, planning, reporting, and program delivery, with experience using generative AI and Microsoft 365 automation capabilities to improve…
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