Senior Talent Development Lead

Flipp

27d•Remote

About The Position

Flipp partners with the largest North American retailers and brands to deliver local promotions and savings to millions of engaged shoppers daily, driving superior returns on investments. We help people make smarter shopping decisions with autonomy and accountability. With rising living costs, Flipp's mission is crucial. Our Shopper Consideration Platform allows retailers and manufacturers to create digital experiences from their savings & deals content, aiding shoppers in deciding what to buy and where to buy it. Together, we make a difference. Our five principles, Progress Over Perfection, Clarity Through Transparency, Learn Loudly, Challenge with Empathy, and Always Build Better, bring a relentless progress mindset to life. They’re not just slogans, but they’re the behaviours we expect, reward, and hold ourselves accountable to. You'll be equipped to make an impact, realize your potential, and stay inspired every step of the way. The Senior Talent Development Lead plays a critical strategic role in building the leadership and organizational capabilities required to operate effectively as a global enterprise. You will partner closely with senior leaders and People Business Partners across geographies to assess enterprise capability gaps, design targeted talent strategies, and embed scalable systems that strengthen leadership quality, organizational health, and long-term performance. Success in this role requires strong stakeholder management, strategic needs assessment, operating agility, and the ability to translate business priorities into measurable talent outcomes.

Requirements

7+ years of experience in talent management, leadership development, or organizational development within complex, fast-paced environments.
Demonstrated experience designing and implementing enterprise talent strategies (performance management, succession, engagement, leadership development).
Strong analytical capability and experience using data to drive strategic decisions.
Exceptional stakeholder management and influencing skills at senior levels.
Proven ability to operate with speed, adaptability, and sound judgment in ambiguous contexts.
Deep understanding of performance consulting and capability-building approaches.

Nice To Haves

Experience scaling global talent initiatives and governance models is a strong asset.

Responsibilities

Lead the design and evolution of global leadership development initiatives aligned to enterprise priorities.
Partner with executives and senior leaders to conduct structured capability assessments and identify organization-wide gaps.
Translate business strategy into focused talent interventions that drive measurable impact.
Strengthen leadership standards and embed consistent expectations across regions.
Lead global engagement processes and organizational health initiatives.
Analyze engagement and performance data to identify systemic patterns and strategic actions.
Partner with senior stakeholders to move from insight to action, ensuring accountability and follow-through.
Drive initiatives that increase talent density, clarity, and ownership across teams.
Apply a performance consulting approach to assess whether challenges require learning, structural changes, leadership alignment, or process improvements.
Design solutions that are scalable, targeted, and business-driven.
Prioritize enterprise-wide capability themes over fragmented, reactive learning requests.
Ensure interventions are outcome-focused and aligned to measurable business KPIs.
Support the governance and evolution of the global Learning Management System (LMS).
Establish standards for curriculum design that balance consistency, flexibility, and scalability.
Ensure reporting and measurement frameworks are embedded in all initiatives.
Leverage external partners strategically when specialized expertise is required, ensuring ROI and alignment.
Operate as a strategic advisor to Directors, Senior Leaders, and People Business Partners.
Influence across functions and geographies without direct authority.
Manage competing priorities with clarity and discipline.
Set expectations clearly regarding scope, impact, and feasibility.
Maintain speed and agility in a dynamic, fast-moving environment.