About Davies
Davies is a top-tier Canadian law firm focused on high-stakes matters. With offices in Montréal, Toronto and New York, we are consistently at the centre of the most challenging deals and cases in Canada and abroad.
A position at Davies is more than just a job. When you join the firm, you will be welcomed by a team that places as much emphasis on supporting its people as it does on serving its prestigious clients. As such, we have created a collaborative environment where team members of all backgrounds feel appreciated and are encouraged to share their ideas while working alongside some of the brightest legal and business professionals who are eager to share their knowledge and experience.
About the Position
We are seeking an Organizational Development and Learning Senior Specialist to join our Human Resources team, based in either our Montréal or Toronto office. Reporting directly to the Senior Director of Human Resources at their respective location, the successful candidate will also maintain a dotted-line relationship with the other Senior Director of Human Resources. In this firmwide role, the individual will lead the design, implementation and maintenance of a comprehensive organizational development and learning ecosystem for our non-lawyer professionals. This ecosystem will consist of a cohesive structure of interconnected programs, resources and processes tailored for Business Professionals (BPs) across the firm, fully aligned with a role- and level-based competency framework.
Primary Responsibilities
Organizational Development – Competency Framework Design and Integration
- Collaborate with and support HR leadership in defining a clear strategic plan for Business Professionals’ development by designing core competencies by role and level
- Establish proficiency levels that support Managers in their leadership journey and provide Business Professionals with clear and transparent career roadmaps, supporting both upward progression and lateral growth opportunities
- Lead the design and integration of the competency framework by embedding competencies into performance reviews, goal-setting, development planning and job descriptions
- Act as a trusted adviser to HR, department leader sand business professionals with tools and training to apply the competency framework effectively
- Develop change management and communication plans for new programs to be introduced as part of the competency framework implementation
- Collaborate with and support HR leadership in developing a succession planning strategy, to ensure sustainability within each department
Learning Program Design, Delivery and Curation
- Initially and periodically conduct needs assessments and gap analyses to identify skills, capabilities and knowledge required by function and level, covering areas such as soft skills (e.g., client service, communication, time management) as well as technical skills that may be required for an individual’s particular job
- Work with departmental managers and stakeholders to determine key training areas and to align with firm strategy and priorities (e.g., technology and innovation, adaptation to change, service excellence)
- Design end‑to‑end learning paths (e.g., baseline, core/advanced role skills, leadership/management, client service, compliance) and collaborate with the technology training group to ensure a seamless experience where technology training is required
- Review onboarding programs to ensure new hires are equipped with the knowledge, skills and resources to succeed from day one, creating role-specific pathways where appropriate, coordinating with the technology training group to ensure technology onboarding is integrated appropriately
- Source, curate and implement learning resources (e.g., e-learning content, workshops, knowledge libraries), whether internal or external, to expand access to development opportunities
- Promote a culture of continuous learning, innovation and engagement across the firm and coach managers to reinforce learning on the job
- Develop mentorship and coaching programs aligned with the competency framework to foster growth and knowledge sharing
- Evaluate and measure program effectiveness through feedback, participation rates and performance outcomes, continuously improving learning initiatives
- Bridge HR programs to our HRIS platform and ensure seamless integration and functionality
Qualifications
- Demonstrated experience in the creation and implementation of talent development programs
- Hold a bachelor’s degree in human resources, industrial relations or any other relevant field with at least with five (5) years of experience in organizational development and training
- Excellent influencing skills and political acumen
- Adept with technology and able to quickly learn and apply new systems, tools and platforms relevant to the role
- Results-oriented
- Proactive with attention to detail
- Naturally inclined towards collaboration and teamwork
- Experience within an organization active in the professional services industry would be an asset
- Bilingual in French and English would be a strong asset.
To Apply
For more information or to apply, please submit your application to:
- For the Montréal office:
- For the Toronto office:
We thank all applicants for their interest; however, only those selected for further consideration will be contacted.
Davies is committed to providing a diverse, inclusive and accessible workplace for candidates and firm members with disabilities. Please let us know of any accommodations you may require at any time during the recruitment process.
