Learning and Development Specialist

At the University of Waterloo, we create and promote a culture where everyone can reach their full potential. As an employee, you get support & opportunities that empower you to advance your career. Explore how we can bring big ideas to life, together. The University is a welcoming workplace for those of all abilities, interests, and expertise. As part of our workforce, you can do what you do best, every day.
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Posting Information:This posting is for an existing vacancy.

The internal posting deadline for this position is Thursday, October 1 2026, at 11:59PM.
This is a Career Path position. The final level will be determined based on demonstrated skills and experience.
Anticipated hiring ranges:

• USG 9: $73,695.42 – $92,119.28
• USG 10: $80,248.28 – $100,310.35

Job Description:

Primary Purpose

Reporting to the Manager, Learning and Development within Human Resources (HR), Organizational and Human Development (OHD), the Learning and Development Specialist is responsible for the management, design, delivery, and university-wide advancement of the University of Waterloo’s employee learning and development programming. The position works collaboratively with colleagues across HR to ensure employee and leadership development offerings and events are aligned, connected, and responsive to the needs of the University community.

The Specialist also coordinates and facilitates customized learning and development initiatives and supports the planning and execution of events, conferences, speakers, and other learning experiences. The role requires the ability to translate organizational needs into meaningful learning opportunities and to work collaboratively across a diverse and complex university environment.

OHD’s work has a direct impact across all areas of the University. The incumbent demonstrates a strong commitment to service excellence and builds and maintains effective relationships with a wide range of units, leaders, and stakeholders. The role involves daily interaction with employees at all levels and requires tact, discretion, sound judgment, and a highly developed ability to engage and communicate effectively with leaders, including senior executives.

The incumbent understands the University of Waterloo’s context and the important connection between employee experience, organizational effectiveness, and the achievement of the University’s strategic goals.

Key Accountabilities – Level 1

Contribute to the Development and Advancement of Learning Strategies

• Support University of Waterloo employees in identifying and accessing meaningful learning and professional development opportunities that respond to individual, team, and organizational needs.

• Build and maintain strong, respectful, and collaborative relationships with departments, teams, and individuals across the University, recognizing diverse backgrounds, roles, experiences, learning needs, and areas of expertise.

• Collaborate with subject matter experts and colleagues across the Chief Human Resources Officer (CHRO) portfolio to ensure learning and development offerings are aligned with organizational priorities, role requirements, and relevant competencies.
• Monitor emerging organizational needs, shifting priorities, and opportunities for collaboration, using these insights to inform the ongoing development, relevance, and improvement of OHDprogramming.

• Collaborate with other Learning and Development Specialists to identify and develop learning opportunities that support employee growth, career development, leadership capability, and professional development.

• Design, develop, coordinate, and facilitate a variety of learning and development programs and offerings, using appropriate adult learning and facilitation practices.

• Evaluate learning programs and experiences using participant feedback, engagement data, and other relevant measures to assess effectiveness and identify opportunities for continuous improvement.

• Track and document program activity, outcomes, and work in progress, providing status updates and relevant information to support planning, decision-making, and reporting.

Develop and Maintain Learning Resources and Tools

• Identify, select, and implement learning tools, methods, and strategies that are appropriate for the audience, topic, context, and intended learning outcomes.

• Design and develop engaging, accessible, and relevant learning resources that support the application and transfer of learning to the workplace.

• Lead and manage projects related to the development, implementation, maintenance, and continuous improvement of learning programs, resources, and tools.

• Curate and regularly refresh learning resources based on current research, emerging practices, subject matter expertise, participant feedback, and evolving organizational needs.

• Ensure learning resources and tools are aligned with OHD learning strategies, University priorities, and the needs of employees, leaders, and teams.

• Evaluate the effectiveness and relevance of learning resources and tools making adjustments and improvements as required

Employee Programming

• Coordinate and contribute to the design, development, delivery, and continuous improvement of employee and leadership development programs and learning experiences across the employee lifecycle.

• Collaborate with campus partners, CHRO colleagues, subject matter experts, and other stakeholders to ensure programming is relevant, current, evidence-informed, and responsive to organizational needs.

• Coordinate the ongoing planning and management of the HR learning calendar, including term-to-term and annual planning of programs, offerings, facilitators, resources, and delivery requirements.

• Manage the participant experience across applicable programs, from registration or application through participation, completion, and celebration, ensuring clear communication and a positive learning experience.

• Coordinate program logistics and operational requirements, including physical and virtual facilities, participant materials, technology, communications, accessibility considerations, and other supports required for effective delivery.

• Maintain organized and accurate program documentation, resources, and materials, including content development, version control, copyright, implementation, and program history.
• Build and maintain relationships with key stakeholders, including leaders, managers, supervisors, and campus partners, to understand emerging needs and inform the ongoing development of employee learning and development programming.

• Provide ongoing guidance, coaching, and access to relevant resources that support participants in applying and extending their learning beyond the program experience.

• Coordinate relationships and service arrangements with internal and external facilitators, consultants, vendors, and other providers to support effective, cost-conscious, and high-quality program delivery.

• Coordinate logistical requirements for external facilitators and program guests, including travel and accommodation arrangements where applicable.

• Develop and implement appropriate assessment and evaluation strategies to understand participant experience, learning, application, and program effectiveness.

• Analyze program information, participant feedback, and other relevant data to identify trends, opportunities, and areas for improvement.

• Prepare reports, presentations, and recommendations for HR and senior leadership to support informed decision-making and continuous improvement of employee learning and development programming.

Contribute to Human Resources Initiatives

• Actively contribute to HR priorities through team meetings, collaborative planning, cross-functional initiatives, and ongoing communication.

• Collaborate with the OHD Manager to scope, prioritize, plan, and deliver work aligned with team and organizational priorities.

• Provide regular updates on projects, initiatives, progress, risks, and emerging needs to support effective planning and decision-making.

• Contribute to the development, implementation, and continuous improvement of HR communications, resources, and brand elements, ensuring consistency with established brand standards and evolving organizational needs.

• Contribute to the planning, coordination, and delivery of HR learning events, conferences, speakers, and other initiatives that support employee engagement and development.

• Identify opportunities to collaborate across HR and contribute expertise, ideas, and resources to initiatives that advance employee experience, organizational effectiveness, and learning and development priorities.

Key Accountabilities – Level 2

At this level the incumbent will have extensive knowledge and background in all areas of OHD including learning styles, adult learning principles, organizational development and leadership. The Learning and Development Specialist will have considerable experience in design, coordination, implementation and evaluation of training programs, events and activities designed to promote training and development.

Experience will be directed toward custom workshops to assist with complex and challenging areas including custom learning requests designed and delivery to meet specific client needs. Client interactions will be a more senior level including Department Managers, Administrative and Executive Assistants. In special projects clients may also include Senior Executive and Deans.

Lead and Contribute to Special Projects

• Lead or co-lead special projects and initiatives within OHD, from scoping and planning through implementation, evaluation, and completion.

• Apply sound judgment, critical thinking, and problem-solving skills to analyze complex and non-routine issues, identify options, assess implications, and develop practical solutions.

• Provide functional direction, guidance, and coordination to assistants, project contributors, and other colleagues involved in special projects, as appropriate.

• Represent HR on cross-functional projects, interdepartmental working groups, committees, and learning and development initiatives, building collaborative relationships and contributing OHD expertise.

• Identify opportunities for innovation, process improvement, and collaboration that strengthen OHD services, programs, and organizational impact.

• Communicate project progress, outcomes, risks, and recommendations to relevant stakeholders and leadership.

Build Partnerships and Share Expertise

• Develop and maintain strategic relationships with internal and external partners across sectors to identify emerging practices, innovative approaches, and opportunities that inform OHD programming and priorities.

• Build strong collaborative partnerships across the University to understand evolving needs, share knowledge, and identify opportunities for coordinated learning and development initiatives.

• Stay current with research, trends, and emerging practices in learning and development and apply relevant insights to OHD programs, services, and strategies.

• Provide mentorship, coaching, and guidance to less-experienced colleagues, supporting their development and helping them navigate complex concepts, processes, and learning and development practices.

• Serve as a resource and subject matter contributor to peers and colleagues on complex learning and development matters, drawing on professional knowledge, experience, and best practices.

• Share knowledge, tools, and resources with colleagues to strengthen team capability and promote consistency and quality across OHD programming.

• Make meaningful contributions to HR goals, priorities, and initiatives through collaboration, expertise, and active participation in team and organizational work.

Professional Development and Practice

• Maintain and continually develop expertise in learning and development, adult learning, facilitation, instructional design, organizational development, and related areas of practice.

• Engage in research, professional learning, and specialized analysis to remain current with emerging evidence, trends, tools, and practices that inform effective employee learning and development.

• Apply professional knowledge and experience to provide informed guidance and expertise to colleagues, and client groups on learning and development matters.

• Develop and deepen areas of specialization that contribute to the breadth and capability of the OHD team and enhance the University's employee learning and development offerings.

• Participate in relevant professional associations, communities of practice, networks, and other opportunities that support professional growth and knowledge exchange.

Required Qualifications

Education

• Completion of an undergraduate degree with a master's degree preferred in a relevant discipline (e.g., education, leadership, etc.); equivalent combination of education and experience will be considered.
• Professional certification or designation related to human resources, learning and development, adult education, organizational development, or a related field is an asset (e.g., CHRP/L, ICF, CTP/CTDP or equivalent).

• Demonstrated academic or professional background in adult education, human resources, instructional design, organizational development, leadership development, or another relevant discipline.

Experience

• 2–3 years of progressively responsible experience designing, coordinating, delivering, and evaluating learning and development programs, events, or learning experiences.

• Experience applying adult learning principles and developing engaging learning experiences and resources for diverse audiences.

• Experience facilitating groups and creating environments that encourage participation, dialogue, collaboration, and learning.

• Experience managing multiple projects, stakeholders, logistics, and competing priorities in a dynamic environment.

• Experience building collaborative relationships with internal and external partners, subject matter experts, and diverse stakeholder groups.

• Experience working in a post-secondary or similarly complex organizational environment is an asset.

Knowledge/Skills/Abilities

• Demonstrated knowledge and application of adult learning principles, learning experience design, and evidence-informed learning and development practices, preferably within a post-secondary or complex organizational environment.

• Demonstrated ability to design, develop, facilitate, and evaluate engaging learning experiences for diverse adult audiences, using a range of instructional approaches, technologies, and delivery formats.

• Knowledge of Universal Design for Learning (UDL) and accessibility principles, with the ability to create inclusive learning experiences that reduce barriers and support a range of learner needs and abilities.

• Proficiency with learning management systems and learning technologies, including the ability to effectively use technology to support learning design, delivery, communication, and evaluation; Experience with LEARN/Brightspace and other University of Waterloo technologies is an asset.
• Strong group facilitation and presentation skills, with the ability to confidently engage diverse audiences, create inclusive learning environments, and adapt approaches to different contexts and needs.

• Strong interpersonal and relationship-building skills, with the ability to establish trusted partnerships and work effectively with employees, leaders, subject matter experts, and stakeholders at all levels of the organization.

• Excellent listening, written, verbal, and interpersonal communication skills, with the ability to convey complex information clearly and engage thoughtfully with different perspectives.
• Strong organizational, project management, and prioritization skills, with the ability to manage multiple projects, competing priorities, deadlines, and changing requirements effectively.

• Demonstrated judgment, discretion, and tact when working with confidential information, sensitive issues, and complex organizational matters.

• Ability to work effectively both independently and collaboratively in a dynamic, evolving, and highly collaborative environment.

• Demonstrated commitment to continuous improvement, innovation, reflection, and evidence-informed practice.

• Ability to develop a strong understanding of the University of Waterloo's culture, organizational structure, community, and strategic priorities, and apply that knowledge to learning and development work.

• Commitment to ongoing professional learning and the ability to stay current with emerging practices, research, technologies, and trends in employee learning and development.
  

Equity Statement
The University of Waterloo acknowledges that much of our work takes place on the traditional territory of the Neutral, Anishinaabeg, and Haudenosaunee peoples. Our main campus is situated on the Haldimand Tract, the land granted to the Six Nations that includes six miles on each side of the Grand River. Our active work toward reconciliation takes place across our campuses through research, learning, teaching, and community building, and is coordinated within the Office of Indigenous Relations.
The University values the diverse and intersectional identities of its students, faculty, and staff. The University regards equity and diversity as an integral part of academic excellence and is committed to accessibility for all employees. The University of Waterloo seeks applicants who embrace our values of equity, anti-racism and inclusion. As such, we encourage applications from candidates who have been historically disadvantaged and marginalized, including applicants who identify as First Nations, Métis and/or Inuk (Inuit), Black, racialized, a person with a disability, women and/or 2SLGBTQ+.
Positions are open to qualified candidates who are legally entitled to work in Canada.
The University of Waterloo is committed to accessibility for persons with disabilities. If you have any application, interview, or workplace accommodation requests, please contact Human Resources at [email protected] or 519-888-4567, ext. 45935.