Senior Manager, Learning Advisory

''•Toronto, ON

7d•CA$107,600 - CA$143,500•Hybrid

About The Position

McCain's Global Learning Centre of Excellence (COE) is seeking a Senior Manager, Learning Advisory. This role serves as the primary L&D partner for assigned global business functions, acting as an owner who works backward from business strategy to bridge the gap between current and future workforce capabilities. This is a consulting and advisory position, not a training delivery role.

Requirements

7+ years in Learning & Development, with experience in a strategic, business-facing advisory capacity.
Track record building capability frameworks and multi-year learning plans aligned to business strategy.
Experience as a trusted advisor to senior leaders in a large, complex, matrixed organization.
Demonstrated use of performance consulting methodology (root-cause diagnosis, needs analysis, evidence-based solution design).
Proven experience working in a global, multi-region environment, navigating regional nuances, aligning multiple markets, and driving consistent standards across geographies.
Bachelor's degree required.
Performance consulting and structured needs analysis.
Capability framework design and skills architecture.
Senior stakeholder management and influencing without authority.
Exceptional relationship-building and influencing capability.
Confident influencing senior and executive stakeholders.
Ability to manage multiple priorities, navigate ambiguity, and operate independently.
Business acumen -- understanding how operational organizations create value.
Comfortable operating across multiple time zones, with experience supporting globally distributed teams and stakeholders.
Data literacy -- using learning analytics to inform decisions and demonstrate impact.
A 'how we can' mindset -- curious, adaptable, and able to build structure in evolving environments.
Familiarity with modern learning platforms, digital tools, and AI-enabled development approaches.

Nice To Haves

Advanced degree or professional certification in L&D, HR, or OD is preferred.

Responsibilities

Act as the Strategic L&D Partner for Assigned Functions: Serve as the primary L&D contact, build trust, challenge thinking, and push boundaries with senior leaders. Use data and insights to diagnose capability needs and translate business priorities into learning and development plans. Propose bold ideas to help leaders build future-ready teams.
Build and Deliver Capability Plans: Develop multi-year capability goals with functional leaders, including clear actions and plans. Shift functions from one-off training to continuous, skills-first development, embracing a 'fail fast and learn' mindset. Oversee learning program design using blended, digital, and AI-enabled approaches in partnership within the COE.
Apply a Performance Consulting Approach: Diagnose root causes of performance and capability gaps before recommending solutions. Facilitate structured needs analysis with leaders, HRBPs, and subject matter experts. Define success metrics upfront and measure impact against business outcomes.
Manage the Learning Portfolio: Own the learning portfolio for assigned functions, prioritizing initiatives that deliver the greatest impact. Oversee program quality and vendor management with the COE. Report capability impact to leadership and stakeholders, using data to drive continuous improvement.
Collaborate Across the COE and People Function: Partner with HRBPs, Talent Management, and global functional leaders to connect capability planning to broader talent strategy. Share business intelligence to strengthen COE priorities, tools, and methodologies. Model a coaching mindset and act as the COE's liaison for AI Enablement, aligning learning strategy with the Digital Technology team and Commercial functions.