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Out of Scope

Temporary, Full-Time (1 year opportunity with the possibility of an extension)

Location:  Regina Head Office (hybrid work option available)

Division: Human Resources

Posting Close: April 9, 2026

This job has been provisionally rated. As a result, the pay range is subject to change upon final job evaluation review by the Job Evaluation Committee. 

The successful candidate will be responsible for conducting intake assessments for enterprise learning programs under the Corporate Training Framework. In this role, you will support the execution, maintenance, delivery, and evaluation of learning programs aligned with SGI and SGI CANADA's strategic priorities, culture, and values. You will lead in developing corporate training for general, leadership, and career development. You will also contribute to creating and maintaining learning policies, standards, and procedures. As well, you will provide a strategic approach to ensure content integration and alignment, partner with the business on key initiatives, and continually refine learning programs for effectiveness.  

Key Accountabilities

Note: This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.

Learning Design, Development and Delivery - Corporate & General Development

• Leads the training intake process for Human Resources and the applicable decentralized training teams, ensuring a comprehensive understanding of training objectives, target audience, success criteria, and prioritization.

• Designs, develops and/or sources learning content and program curriculums for general programming, leadership and career development.

• Collaborates with the Instructional Design team on learning design to enable HR initiatives/objectives.

• Leads the design/redesign and development of learning plans and programs to ensure proper design principles are incorporated to meet learning objectives, in consultation with the Instructional Designer.

• Supports the Organizational Development (OD) team on individual leadership development needs by sourcing or developing training solutions.

• Leads the rollout of training initiatives resulting from leadership programming.

• Facilitates internal learning programming (employee/leadership onboarding) and any other corporate programming as required.

• Provides oversight, support and coaching to junior HRC, Talent Development and HR, Administrator and co-facilitate workshops to grow HRC skillset and abilities as a facilitator.

• Proactively builds relationships with the business to understand current business needs and proactively plan for learning and development needs.

• Leads in acquisition of vendors to meet learning requirements as needed, ensuring appropriate procurement processes are followed and maintains vendor relations.

• Researches best practices to stay current in the learning and development field.

Learning Effectiveness/Evaluation

• Partners with the Instructional Designer and business/subject matter experts (SMEs) on key learning initiatives to establish learning outcome benchmarks, ensure alignment to business outcomes, and support the continuous review and refinement of learning programs to ensure adoption and drive performance.

• Collaborates with the Instructional Designer to establish a framework and process for evaluating and assessing effectiveness of learning programs.

• Ensures adoption of learning is measured and achieved through participant feedback, leadership observation through on-the-job results and consultation with SMEs.

• Creates a cycle of continuous improvement to ensure training tools, content and methods are regularly reviewed and refined.

• Collaborates with the business to develop and report on metrics within assigned area.

• Maintains awareness and understanding of what is happening in the organization, consults with and provides support to management, employees, or external parties to ensure learning programs continue to meet the needs of the business.

Program and Policy Management

• Provides oversite on the administration of the learning policy and standards including supporting regular reviews and providing recommendations for changes to existing and or new policy and standards.

• Leads the post-grad intake process, which includes, but not limited to, reviewing applications, hosting information sessions, ensures completeness/accuracy (i.e. letters of support, business case, etc.); consults with management and employees on the process, provides feedback and prepares packages for the evaluation committee.

• Compiles data and summarizes for regular reporting.

• Conducts analysis on corporate learning metrics and provides reporting to leadership to inform learning opportunities for target audiences.

• Sets, measures, and reports on corporate learning program objectives (i.e. post training survey analysis based on learning outcomes).

Leadership

• Actively contributes to and supports a culture of a high performing workforce.

• Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.

• Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.

• Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training and developmental opportunities.

Corporate Management

• Enables the success of programs and policies that are in alignment with corporate, strategic and divisional strategies. 

• Manages risk in area of authority.

• Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.

Education and Experience

• Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.

• Certificate or diploma in adult education.

• Five years’ experience in training and development.

• A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.

Knowledge, Skills and Abilities

• Knowledge of adult education practices and instructional design including conducting needs assessments, designing and developing training courses and materials, and implementing and evaluating training programs.

• Knowledge of HR functions and how they interconnect.

• Knowledge of Microsoft Word, PowerPoint and Excel.

• Ability to facilitate training programs and prepare and deliver effective presentations.

• Ability to manage projects.

Behavioural Competencies

Leader Level 3 – Applies (Team/Dept)

• Accountability – Provides Direction and Sets Expectations

• Business Acumen – Applies Broader Business Metrics and Understands the Internal and External Environment

• Change Agility – Makes Change Real for Others

• Leadership – Leads the Team

At SGI, we’re committed to building a workplace where everyone feels seen and heard, and where every individual is respected. Our commitment to reconciliation includes actively hiring Indigenous people and creating opportunities for diverse talent to thrive. We offer more than a job; we embrace diverse backgrounds and experiences, provide a career with purpose, growth, and belonging. Join us and help shape a workplace where every voice matters and contributes to our shared success.

If you require an accommodation during the recruitment process, we invite you to submit your accommodation request to employeeleaves@sgi.sk.ca and we will work through your request with you. All information received will be kept confidential.

Posting Close Date:

As you prepare to submit your application, and cover letter if applicable, please highlight the achievements that demonstrate why you're a great candidate for this role.