Career Development, Sr. Manager

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region. Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce. Our brand promise - Makes Work Life Better TM- Reflects our commitment to employees, customers, partners and communities globally.


Location: Work is what you do, not where you go. For this role, we are open to remote work and can hire anywhere in the United States or Canada
About the opportunity
Are you experienced in creating career pathways and love to learn about different jobs? Are you excited to help impact the future of work? Do you thrive creating structure and clarity? Are you able to build strong remote working relationships and work cross-functionally independently? This role might be for you.
What you'll get to do
• The Career Development Sr. Manager is a new role for Dayforce, designed to establish a full internal mobility framework build upon robust and forward looking career paths to align with the future of work to ensure new skills, capabilities, and emerging technology are part of our job designs, and the ways to build your career within Dayforce are clear.
• The Career Development Sr. Manager will be responsible to create the infrastructure and processes to build thorough and practical career paths for all internal functions, incorporating leader and employee input, existing materials, skills frameworks, emerging technology, and room to grow.
• Envision and create a future state of internal mobility from awareness through sustainment including policy, supporting programs and processes, leader sponsorship, and measurement.
• Partner with the compensation team to integrate and align career paths to our job taxonomy and role leveling guides, and with HR Business partners and leaders to understand the roles within the business.
• Create, validate, and maintain cross-functional elements of the career path for an enterprise interconnected design and structure which enables employees to see where their skills and capabilities can take them.
• Partner with the product team to understand how our Dayforce system career development modules will work for us, and act as customer zero to improve this technology using our own materials. Ensure our infrastructure maximizes our own platform possibilities.
• Create a feedback, refresh, and maintenance cycle for all career paths including translations where applicable.
• Create internal mobility metrics with benchmarks, work with the HRIS team to design dashboards, and work with HR Business Partners to create positive momentum for internal mobility.
• Oversee the project and plan, direct the work of project partners, provide stakeholder updates, create and execute a communications and change plan.
• Ensure connections between career path materials are embedded throughout the people system in other supporting materials and processes. Integrate and align career paths with our cultural expectations, Values, manager expectations, and business environment, taking into account a systems model.
• Partner closely with internal stakeholders and partners to ensure the outcome meets business needs, upholds career development best practices, and adheres to global and local legal requirements.
• As a member of the Global Learning Team within Culture and Talent Success, serve as a teammate for global learning and career programs, ensure connection points between programs, and be an accountable Daymaker.
Skills and experience we value
• Hands-on experience creating and building sustainable career paths at an enterprise level in a global organization, including competency or skills taxonomy validation, and building practical standards and toolkits for ongoing iteration.
• 10 years of Talent Management experience, showing demonstrated knowledge of integrated talent management best practices and program design
• 3 years large-scale global project management and change management.
• Advanced proficiency in project planning, with experience correctly estimating timelines, interdependence, and using tools and applications to maintain project plans and project dashboards
• Experience with indirect people management, holding project team members accountable, proactive stakeholder management; and building trust with stakeholders
• Practical and global communications plans, writing internal communications and delivering live presentations to all levels of the organization
• Strong communication skills, with the ability to influence and engage stakeholders at all levels both in written and visual formats and e