Executive Talent Management Lead

eBay•Toronto, ON

12d•CA$121,200 - CA$161,800

About The Position

At eBay, we're more than a global ecommerce leader — we’re changing the way the world shops and sells. Our platform empowers millions of buyers and sellers in more than 190 markets around the world. We’re committed to pushing boundaries and leaving our mark as we reinvent the future of ecommerce for enthusiasts. Our customers are our compass, authenticity thrives, bold ideas are welcome, and everyone can bring their unique selves to work — every day. We're in this together, sustaining the future of our customers, our company, and our planet. Join a team of passionate thinkers, innovators, and dreamers — and help us connect people and build communities to create economic opportunity for all. About the team and the role: The Executive Talent Management Lead will build and expand the next generation of executive talent experiences at eBay! This starts with executive coaching 2026 and will expand into a wider range of leadership development offerings. It will include onboarding, succession, performance, leadership efficiency, and enterprise talent movement. This role is for someone who can operate like a sharp internal consultant: structured, practical, data-informed, and comfortable advising senior collaborators in ambiguous environments. The person will bring the field expertise of a strategy consultant, the judgment of a talent advisor, and the product approach needed to build repeatable executive experiences. These experiences must scale without losing the human nuance senior leadership work requires. In 2026, we will strengthen executive coaching as a measurable and impactful product. We will also support executive onboarding and transitions. We will work with Talent Success, PBPs, and company executives to align coaching and development with succession, performance, and business goals. Over time, this role should become a central place of how eBay builds for and supports senior leadership talent management. This Role Is not a program coordinator position, it does not focus exclusively on vendor management, nor is it a traditional L&D role concentrating only on courses. This is a strategic talent role that starts with executive coaching in 2026 and is designed to evolve into a broader executive talent product leadership role as eBay’s Talent Success model matures!

Requirements

Prior experience in management consulting, executive talent, leadership advisory, organizational effectiveness, executive development, talent management, or a related field.
Strong preference for individuals with experience working within a consulting-style environment, or a high-caliber internal strategy / talent advisory team.
Experience working with senior leaders and navigating confidential, high-stakes leadership topics.
Comfort building structure from ambiguity without over-engineering.
Experience with coaching programs, executive onboarding, assessments, succession planning, performance, or leadership development.
Strong business judgment and ability to connect talent work to strategy, operating priorities, and leadership outcomes.
Executive presence and trusted advisor instincts.
Structured problem solving.
Strong collaborator management.
Product thinking.
Talent and leadership judgment.
Data-informed decision making.
High discretion and confidentiality.
Strong writing, synthesis, and storytelling.
Ability to simplify complex topics for senior audiences.
Comfort operating in a future-facing, AI-augmented Talent Success model.

Responsibilities

Own the executive coach product, including intake, governance, vendor partnership, measurement, collaborator alignment, and continuous improvement.
Facilitate onboarding and transition experiences for Senior Directors, VPs, and other critical leadership segments during product build.
Help connect coach insights, collaborator feedback, assessment outputs, talent reviews, and succession planning into a more coherent executive talent view.
Build practical playbooks, decision criteria, and repeatable operating rhythms so executive talent support is consistent without becoming bureaucratic.
Partner closely with PBPs, Talent Success leaders, and executive collaborators to identify where coaching, onboarding, assessment, or leadership support will have the highest business impact.
Translate ambiguous executive development needs into clear products, processes, and experiences.
Use data and qualitative insight to measure whether executive talent investments are improving leadership effectiveness, transition success, succession readiness, and business confidence.
Bring a product approach to executive talent: define the user, clarify the problem, build the experience, measure impact, iterate, and scale what works.
Stay close to emerging AI-enabled talent practices, while keeping human judgment, confidentiality, and leadership trust at the center.