Infrastructure & Capital Projects - Talent Development and Capability Manager, COM

You’ve Never Been Satisfied with “Good Enough.”

You want to make an impact, not just manage projects, but change how the world gets built. At Accenture Infrastructure & Capital Projects, you’ll do exactly that. You’ll help develop and deliver the factories, grids, transit systems, and public infrastructure that keep communities moving - and do it smarter, safer, and more sustainably than ever before.

You’ll work alongside people who think big and act bold - project managers, engineers, technologists, and strategists who blend real-world experience with digital innovation and AI. Together, we’re transforming how capital projects are planned, managed, and executed, creating a better way to build for the future.

Because “good enough” builds the past. You’re here to build what’s next, on a team that outperforms every norm.

Visit us here to learn more about Accenture Infrastructure & Capital Projects

• (Internal Title-Consulting III)
  • The Talent Development and Capability Manager leads the design, implementation, and continuous improvement of competency frameworks and talent development initiatives that accelerate project, program, and construction management capability within the GO Expansion team of the Capital Programs Group (CPG). Reporting to the Head of Capability, this role manages the full lifecycle of competency frameworks-including development, assessment, evaluation, and enhancement-to support effective delivery of complex rail infrastructure programs in Canada
  • As the Delivery Partner, the Talent Development and Capability Manager leads learning and capability-building initiatives to foster a sustainable, high-performing culture that drives employee engagement and retention. The role is key to enhancing client processes, integrating new talent management initiatives, and leaving a legacy of empowered teams and repeatable delivery success
  • Competency Framework Leadership: Lead a multi-disciplinary team of people within the Program Team and client to design, enhance, and maintain competency frameworks, ensuring they are aligned with organizational goals and industry best practices. Regularly update frameworks with improved indicators and refresh benchmarks against existing roles
  • Talent Development Program Management: Lead the design and delivery of talent development programs, including the technical and program management leadership to accelerate employee growth and readiness for future program and project leadership roles
  • Assessment & Analysis: Oversee the administration of annual competency assessments for all grades, deliver comprehensive analysis, and use insights to inform development strategies and organizational planning
  • Learning & Capability Building: Develop and deliver learning content (workshops, e-learning, cross-functional training) and co-create Individual Learning Plans (ILPs) with employees and managers. Ensure learning pathways are structured, outcome-oriented, and accessible at all levels and support building capability into teams
  • Strategic Integration: Build clear links between competency frameworks, and employee engagement/retention strategies. Integrate frameworks into job descriptions, onboarding, and performance management processes
  • Stakeholder Engagement: Collaborate with internal and external stakeholders, including multi-disciplinary teams, vendors, and project partners, to ensure successful implementation and sustainability of frameworks and capability programs
  • Digital Enablement & Data Analysis: Leverage digital tools to automate and streamline competency assessment workflows. Analyze data on competency completions and learning interventions, producing actionable reports and insights
  • Continuous Improvement: Monitor feedback and assessment data to drive ongoing improvements in frameworks, learning assets, and service delivery. Stay informed of emerging trends and best practices in talent and capability development
    

• Working Conditions
  • (Hybrid - required in office 4-5 days per week)
  • Contract: Fixed-term, 12 months, with the potential for a permanent position based on performance and business needs