ZipRecruiter

Log In

1

Strategy Development Jobs in Quebec (NOW HIRING)

EMCO Corporation

... stratégie favorisant la croissance de l'entreprise. Qualifications * Diplôme collégial et/ou universitaire * Attitude positive et orientation vers les résultats * Désir d'apprendre, de se ...

SELECT EVENT GROUP INC

This role is primarily focused on generating new business within an assigned territory through strategic market penetration and conversion efforts. The Business Development Executive strengthens the ...

Caeus

Price to Win (PTW) Specialist

Montreal, QC · Hybrid

Support bid strategy development, solution trade studies, and pricing decisions to improve probability of win. * Maintain and update PTW/STW analyses throughout the bid lifecycle and communicate ...

previous page

Showing results 41-60

All JobsStrategy Development JobsStrategy Development Jobs in Quebec

Strategy Development information

See Quebec salary details

$29K

$110.7K

$249K

How much do strategy development jobs pay per year?

As of Sep 11, 2026, the average yearly pay for strategy development in Quebec is $110,670.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,500.00 and $141,000.00 per year, depending on experience, location, and employer.

What is strategy development?

Strategy development is the process organizations use to define their long-term goals and determine the best actions to achieve them. It typically involves analyzing the current situation, setting objectives, evaluating options, and creating a clear roadmap for the future. Effective strategy development helps businesses adapt to changes, gain a competitive advantage, and align resources efficiently. This process often includes input from leaders across the organization and may be revisited regularly to ensure ongoing relevance.

What are the key skills and qualifications needed to thrive in strategy development?

To thrive in Strategy Development, you need strong analytical thinking, business acumen, and experience in market research, often supported by a degree in business, economics, or a related field. Familiarity with strategic planning frameworks, data analytics tools like Excel or Tableau, and experience with project management software are typically required. Creativity, effective communication, and stakeholder management are vital soft skills that set top performers apart. These skills enable the development of actionable, data-driven strategies that drive organizational success and competitive advantage.

What are the typical challenges faced when working in a strategy development role, and how can they be addressed?

Professionals in strategy development often encounter challenges such as aligning diverse stakeholder interests, adapting to rapidly changing market conditions, and ensuring strategies are actionable and measurable. Successfully navigating these issues requires strong communication skills, flexibility, and a data-driven approach to decision-making. Building collaborative relationships across departments and regularly reviewing strategic plans help ensure alignment and responsiveness to change, making the strategy both practical and effective.

What is the difference between Strategy Development vs Business Analysis?

AspectStrategy DevelopmentBusiness Analysis
Required CredentialsBachelor's degree, often advanced degrees in business or managementBachelor's degree in business, finance, or related field; certifications like CBAP are common
Work EnvironmentStrategic planning sessions, executive meetings, long-term projectsProject teams, stakeholder meetings, process improvement initiatives
Employer & Industry UsageCorporations, consulting firms, government agenciesBusinesses across industries, consulting, IT, finance
Common Search & Comparison IntentUnderstanding strategic roles, career paths, skills neededUnderstanding analysis roles, project involvement, skills required

Strategy Development focuses on creating long-term plans and setting organizational direction, often working with executive teams. Business Analysis involves evaluating business processes, gathering requirements, and supporting project implementation. While both roles require analytical skills and industry knowledge, Strategy Development emphasizes high-level planning, whereas Business Analysis centers on operational improvements and project support.

What skills are needed for strategy development jobs?

Strategy development jobs require strong analytical skills, critical thinking, and the ability to interpret data to inform decision-making. Effective communication, problem-solving abilities, and proficiency with tools like Excel or strategic planning software are also important, along with a solid understanding of industry trends and business operations.
Strategy Development jobs near you
Infographic showing various Strategy Development job openings in Quebec as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $110,670 per year, or $53.2 per hour.

MANAGER - TALENT ACQUISITION - HYBRID

Montreal, QC • Hybrid

GreenShield
See more jobs at GreenShieldexternal

Full-time

Re-posted 13 days ago

Key responsibilities

  • Oversee the full recruitment lifecycle across lines of business and partner with hiring managers to understand talent needs.

  • Develop sourcing strategies using various channels and build talent pipelines to support proactive recruitment efforts.

  • Lead, mentor, and develop a team of talent acquisition specialists, setting goals and providing feedback to foster a high-performance culture.

Job description

THE ROLEIN A NUTSHELL

 
The Manager, Talent Acquisition will lead and continue to transformGreenShield's Talent Acquisition function to support accelerated growth andcomplex hiring needs. This role is accountable for building trustedpartnerships across the business, redesigning and optimizing recruitmentprocesses, strengthening internal mobility and succession practices, andenabling a high-performing recruitment team through coaching, clear goals, anddata-driven decision-making.
The successful candidate will be a strategic talent partner with aproven record in talent acquisition, team leadership, stakeholder management,and talent strategy development. They will help ensure GreenShield attracts,assesses, and retains top talent at the pace required by the business.

KEYRESPONSIBILITIES

Talent Acquisition Strategy & Transformation

  • Develop and implement a comprehensive Talent Acquisition strategy aligned with GreenShield's business objectives.
  • Continue to evolve existing talent acquisition processes to improve efficiency, candidate experience, and hiring outcomes.
  • Execute on and drive internal mobility and succession planning practices that support organizational goals.
  • Use data-driven insights to optimize sourcing and talent acquisition strategies.
  • Contribute to target operating model work, including technology integration and recruitment system optimization.
  • Design a Talent Acquisition structure that mirrors the efficiency and service discipline of an external search firm.

Recruitment Delivery

  • Oversee the full recruitment lifecycle across lines of business
  • Establish and implement service level agreements  anchored to historical data, role complexity and hiring timelines.
  • Partner with hiring managers to understand talent needs and build effective recruitment plans.
  • Set role-specific evaluation criteria and, where appropriate, use assessments to support comprehensive candidate evaluation.
  • Ensure best practices in sourcing, interviewing, selection, and unbiased candidate assessment.

Sourcing Strategy & Talent Pipelines

  • Develop sourcing strategies using search partners, community events, job advertising, professional associations, post-secondary partnerships, and digital/social channels.
  • Define sourcing strategies for each line of business and support proactive channel management.
  • Explore referral programs, incentives, virtual career fairs, talent pooling, and market-mapping approaches.
  • Develop criteria to determine when to build talent internally versus hire externally, including forecasting skill shortages and succession needs.

Team Leadership & Coaching

  • Lead, mentor, and develop a team of talent acquisition specialists, fostering a high-performance culture and a positive team environment.
  • Set clear goals, provide regular feedback, and create meaningful development opportunities for the team.
  • Streamline processes to improve team effectiveness and consistency.
  • Redesign and manage onboarding practices to create an engaging experience that accelerates productivity.

Stakeholder Management & Employer Brand

  • Build strong internal relationships and act as a business partner to key stakeholders.
  • Enhance the Talent Acquisition team's brand and reputation within GreenShield.
  • Develop training for hiring managers to support effective and unbiased interviews.
  • Partner with Marketing and Corporate Affairs on public-facing recruitment strategies, including LinkedIn recruitment campaigns and branded candidate experiences.

Compliance, Reporting & Continuous Improvement

  • Ensure compliance with applicable employment laws and regulations.
  • Develop Talent Acquisition metrics and reporting to track performance and identify service opportunities.
  • Translate key TA metrics into KPIs and OKRs for the function.
  • Prepare leadership reporting and scorecards that highlight service enhancements and business partnership opportunities.
  • Use vendor scorecards and automated reporting to monitor third-partysupport and recruitment performance.

Apply