TALENT PLANNING MANAGER

Who is a Talent Planning Manager?

The Talent Planning Manager is responsible for the establishment of a strong, measurable talent planning infrastructure. This role leads succession planning, leadership development pathways, and internal mobility insights that build organizational capability over time. With a focus on both establishment and continuous improvement, the Talent Planning Manager partners closely with People & Culture teams to foster a workplace that supports Associate motivation, growth, development and engagement.

What will you be doing?

• Leads the design and execution of succession and talent development strategies that build strong internal pipelines and prepare Associates for future Leadership opportunities within the organization.
• Creates and maintains all succession and development planning templates and processes (Associate evaluations, 9-Box Grid, etc.).
• Designs and delivers succession and development planning training for Managers.
• Works directly with the Executive Team to identify top talent for Senior Leadership opportunities, to future-proof the organization for success.
• Develops talent pipelines for high-performing Associates.
• Develops a succession planning program that aligns with the business strategy (road map for 3 to 5 years outlining where we need to develop people).
• Manages risk mitigation efforts to prepare for leadership transitions (retirements, unforeseen departures, etc.).
• Designs and enables career pathway frameworks aligned to established job structures that support Associate growth and mobility.
• Provides tools and resources that allow Managers to conduct regular and ongoing Associate connection expectations, via one-on-one coaching, and regular communications via formal presentations, emails, etc.
• Manages and updates all Goal Setting, Development Plan, Connection Meeting templates.
• Provides training for Managers to help them have effective and impactful conversations with their people about career paths, internal mobility, etc.
• Facilitates a process for Managers to assign stretch assignments to members of their Team that foster cross-team collaboration and are used to evaluate Associates for future career growth opportunities.
• Spearheads the creation and management of Leadership Development
• Programming, which includes, but is not limited to, Crucial Conversations for
• Accountability Training, The Colour Code Workshops, Emotional Intelligence Training, education on soft Leadership skills, management 101 basics, and helps to foster skilled Leaders who drive culture and retain talent.
• Researches best practices and emerging trends to ensure the organization offers high quality Leadership Development opportunities that strengthen its talent value proposition.
• Builds relationships with Talent Planning and Development peers at external organizations to inform and evolve the Leadership Development approach.
• Conducts annual gap analysis meetings and workshops to assess organizational capability gaps, gather feedback from key Leaders, and identify actions to start, stop, and continue across the program and broader skills development training to future proof the organization.
• Works with the Learning & Development team to advise on required program additions, edits, updates and enhancements.
• Tracks program completion and measures success against key business metrics, providing regular updates to the Executive team.
• Uses key workforce metrics and insights, in partnership with People & Culture leaders, to assess talent planning effectiveness and support data‑informed decisions.
• Incorporates insights from related people processes, such as performance, recruitment, and retention, to inform talent planning priorities.
• Facilitates the delivery of Learning & Development content, as required, including but not limited to, Crucial Conversations for Accountability Training, Super Success and The Colour Code Workshops, and provides one-on-one Emotional Intelligence coaching to Leaders internally, upon request.
• (certification to be provided upon hire).

Do you have what it takes?

• College/University degree in Human Resources or related discipline
• 6+ years of progressive experience in Human Resources with at least 3-5 years demonstrated experience in talent planning, succession, or leadership development
• Superior communication, listening and interpersonal skills
• Excellent written communication skills
• Action-oriented and solutions-focused-oriented
• Able to navigate change thoughtfully, influencing stakeholders, and adapting approaches
• Skilled presenter and facilitator

What's in it for you

• Ongoing training and development to ensure a long and successful career path
• Career advancement opportunities
• Competitive Total Rewards Package
• FREE Fitness membership
• Fun and energetic atmosphere to come to every day!

At GoodLife Fitness, we are committed to fostering an inclusive, accessible environment, where all employees & members feel valued, respected & supported. We are dedicated to building a workforce that reflects the diversity of our customers & communities in which we live & serve. We are committed to meeting the accessibility needs of persons with disabilities in a manner that respects their dignity & that is equitable. If you require an accommodation for the recruitment/interview process (including alternate formats of materials, accessible meeting rooms or other accommodation), please let us know & we will work with you to meet your needs.

Compensation:

It is expected that the selected candidate will start at a base salary of $92,000. This position is eligible for bonuses in addition to the base salary. The annual range of expected compensation for the position is $92,000 - $134,000 determined by performance, time in the position and variable compensation earned.

This job posting is for an existing vacancy.

Diversity and Inclusion

At GoodLife Fitness, we are committed to fostering an inclusive, accessible environment, where all employees and members feel valued, respected and supported. We are dedicated to building a workforce that reflects the diversity of our customers and communities in which we live and serve. We are committed to meeting the accessibility needs of persons with disabilities in a manner that respects their dignity and that is equitable. If you require an accommodation for the recruitment/interview process (including alternate formats of materials, accessible meeting rooms or other accommodation), please let us know and we will work with you to meet your needs.

Recruitment Fraud Alert

Many companies are experiencing an increase in recruitment fraud in the form of fake job postings on social media and career sites.

Protect yourself:

GoodLife Fitness, Fit4Less, canfitpro, and GoodLife Kids Foundation positions are posted to jobs.goodlifefitness.com and must be applied to via the secure portal on that site; Job offers or requests for banking information or your SIN will never be sent via email, phone, or text message; Please verify that the person you are communicating with has an @goodlifefitness.com, @fit4less.ca, @canfitpro.com, or @goodlifekids.com email address.

If you currently work for us, Associates should only apply to positions on the Jobs Hub in Workday and all job offers, requests for banking information or your SIN should be completed when logged into Workday. We will never ask you to send this information via email, phone or text.

Please verify that the person you are communicating with has an @goodlifefitness.com, @fit4less.ca, @canfitpro.com, or @goodlifekids.com email address.