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Learning And Organizational Development Jobs in Ontario

Samuel

Specialist, Learning & Development

Oakville, ON · Remote

... site organization to develop capabilities, support required learning, advance leadership development, and foster a culture of continuous learning. The role also leads stakeholder engagement for ...

Magna

Organizational Change Manager

Newmarket, ON

CA$100K - CA$130K/yr

... development prospects. Because we believe that your career path should be as unique as you are ... Partner with learning teams or SMEs to create training materials and resources * Provide ongoing ...

Xanadu

Elevate R&D efforts as an AI Specialist, integrating advanced AI technologies into research ... Learning solutions for training models • Collaborate with diverse teams to tackle challenges • ...

Maersk

Learning and Development Lead

Mississauga, ON

CA$85K - CA$100K/yr

About the role As a Learning & Development Lead, you will play a critical role in identifying ... Reporting into the Area CX Excellence organization, you will work closely with leaders and ...

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Learning And Organizational Development information

What are the key skills and qualifications needed to thrive as a Learning and Organizational Development professional?

To thrive in Learning and Organizational Development, you need expertise in adult learning principles, instructional design, talent management, and often a background in human resources or organizational psychology. Familiarity with Learning Management Systems (LMS), e-learning development tools, and certifications such as CPLP (Certified Professional in Learning and Performance) are commonly required. Strong communication, facilitation, and change management skills are essential soft skills that enable effective collaboration and influence across all organizational levels. These competencies are important because they drive employee growth, foster a positive workplace culture, and align learning initiatives with organizational objectives.

What are some common challenges faced by professionals in Learning and Organizational Development roles?

Professionals in Learning and Organizational Development often encounter challenges such as aligning training initiatives with overall business goals, gaining buy-in from leadership, and measuring the tangible impact of development programs. Navigating diverse learning needs across departments and adapting to rapidly changing technologies can also be demanding. Collaborating with various stakeholders, balancing strategic planning with day-to-day operational demands, and continuously updating content to remain relevant are key aspects of the role.

What is the difference between Learning And Organizational Development vs Training Specialist?

AspectLearning And Organizational DevelopmentTraining Specialist
Primary FocusStrategic development of learning programs and organizational growthDesigning and delivering specific training sessions
Work EnvironmentCorporate, HR departments, consulting firmsCorporate training departments, educational institutions
CredentialsOften requires degrees in HR, Organizational Development, or related fieldsTypically requires training certifications or related experience
Employer UsageUsed in organizations aiming for long-term development and culture changeUsed for skill-specific training and onboarding

Learning And Organizational Development focuses on strategic initiatives to enhance overall organizational effectiveness, while Training Specialists concentrate on delivering specific training programs. Both roles are essential but serve different purposes within a company's learning ecosystem.

How to become a learning and organizational development specialist?

To become a learning and organizational development specialist, typically a bachelor's degree in human resources, psychology, or related fields is required, often complemented by experience in training, talent development, or organizational consulting. Certifications such as the Certified Professional in Learning and Performance (CPLP) or SHRM-CP can enhance prospects, and strong skills in communication, analysis, and change management are essential. Gaining experience through internships or entry-level roles in HR or training helps build relevant expertise.

What is learning and organizational development?

Learning and organizational development (L&OD) is a field focused on improving an organization's effectiveness through employee training, leadership development, and strategic initiatives. Professionals in this area design programs, assess skills gaps, and implement change management processes to enhance overall performance.

What are popular job titles related to Learning And Organizational Development jobs in Ontario?

For Learning And Organizational Development jobs in Ontario, the most frequently searched job titles are:

What job categories do people searching Learning And Organizational Development jobs in Ontario look for?

The top searched job categories for Learning And Organizational Development jobs in Ontario are:

What cities in Ontario are hiring for Learning And Organizational Development jobs?

Cities in Ontario with the most Learning And Organizational Development job openings:

Learning And Organizational Development jobs near you
Infographic showing various Learning And Organizational Development job openings in Ontario as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution.

Director, Talent & Learning

Summit Search Group

Toronto, ON • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

About Our Client:

Our client is a leader in the aviation and transportation industry.



Position Scope:

The Director, Talent & Learning is the primary architect of the company’s “Learning Organization” and builds enterprise capability and leadership depth that enables the organization to deliver on its strategic priorities, including large-scale infrastructure growth.


This high visibility role bridges the gap between operations and modern talent sophistication. A “stakeholder savvy” leader, the Director, Talent & Learning designs, owns, and optimizes an integrated enterprise learning and leadership development ecosystem that strengthens organizational performance, readiness and resilience. As a senior advisor on the organization’s most critical talent needs, this role partners with executives and leaders to translate strategy into scalable talent, learning and organizational development solutions.


Responsibilities:

Enterprise Learning & Leadership Strategy

  • Own and drive the enterprise talent development and leadership strategy aligned to the long-term business and transformation agenda.
  • Oversee the design and delivery of integrated leadership, capability and coaching solutions that build enterprise capacity and leadership depth.
  • Evaluate learning effectiveness and impact using data, insights and outcomes to continuously refine investment decisions.


Learning Ecosystem & Capability Architecture

  • Oversee the end-to-end learning ecosystem, including mandatory, regulatory and enterprise programs, including accountability for a $2M leadership development investment, ensuring consistency, quality and scalability.
  • Design future-focused capability frameworks aligned to infrastructure expansion, digital enablement and evolving operational models.
  • Leverage technology, automation and external partnerships to enable a modern, digital-first learning environment


Organizational Development & Change Readiness

  • Lead enterprise organizational design and development standards and practices to support cultural and operating model evolution.
  • Partner with senior leaders to assess organizational readiness and identify opportunities to support change initiatives for major technology, process and infrastructure transformations through organizational and talent solutions.
  • Provide systems-level consulting and Organizational Design support to optimize collaboration and effectiveness across all operations and corporate functions.
  • Lead and the design, development and management of enterprise performance management practices and tools, and partner with HR Business Partners to ensure the program is effectively embedded in the organization and is realizing the desired outcomes.


Executive Advisory & Talent Integration

  • Act as a trusted advisor to the executive team on leadership capability, succession and enterprise talent priorities.
  • Partner with HR Business Partners to translate business needs into integrated talent, learning and OD solutions.
  • Contribute thought leadership to broader Human Resources strategies, programs and governance forums.


People Leadership & Team Development

  • Lead, coach and develop a multi-disciplinary team, fostering engagement, accountability and continuous growth.
  • Establish clear direction, priorities, and success measures aligned to enterprise objectives.
  • Model enterprise leadership behaviours and build strong partnerships across Human Resources and the broader organization


Other

  • Perform other related duties as assigned.


Reporting & Accounting

  • Prepare monthly internal reports, supporting documents and adjustments recommended for manager’s approval.
  • Perform month-end closing of purchasing and inventory sub-ledgers.
  • Prepare month-end journal entries and manage general ledger transactions related to month-end closing process.
  • Prepare quarterly and annual audit documentation, reports and schedules and work directly with external and internal auditors.


Education and Experience:

  • Undergraduate degree in Human Resources, Organizational Development, Adult Education or a related field.
  • Master’s degree in Organizational Development, Adult Education, Industrial-Organizational Psychology or a related discipline.
  • CHRL, OD or executive coaching-related accreditation.
  • Minimum 8+ years of progressive experience in talent, learning and/or organizational development.
  • Minimum 7+ years of people leadership experience.
  • Experience leading enterprise-wide learning and leadership portfolios in progressive, high-growth, technology-enabled organizations.
  • Experience supporting large-scale transformation initiatives.
  • Experience modernizing learning ecosystems using digital platforms and external partnerships.


Required Skills and Knowledge:

  • Advanced knowledge of leadership development, organizational development and adult learning principles.
  • Strong consulting, advisory and stakeholder influence capabilities.
  • Ability to leverage learning technologies, data and analytics to inform decisions.
  • Exposure to succession planning and enterprise talent management practices.


Application Instructions: To apply, please send a resume to Allison Dwyer at Dwyer@summitsearchgroup.com



Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.


This position is exempt from Ontario’s 2026 pay transparency requirements.

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