About Us:
With $313.7 billion of gross assets under management, as of March 31, 2026, British Columbia Investment Management Corporation (BCI) is the provider of investment management services for British Columbia’s public sector and one of the largest asset managers in Canada. BCI seeks investment opportunities around the world and across a range of asset classes that convert savings into productive capital. Our investment returns play a significant role in helping our institutional clients build a financially secure future for their beneficiaries.
Headquartered in Victoria, British Columbia, and with teams spanning Vancouver, New York, London, and Mumbai.
BCI integrates environmental, social, and governance (ESG) factors into all investment decisions to meet clients' risk and return requirements. Our people shape employee-focused initiatives, creating a strong culture. To learn more about our culture and values, visit our BCI Values in Action page.
BCI is reimagining our approach to supporting and growing our talented employees. As the nature of work changes with the advancement of AI, we are looking for someone who can build, deliver and collaborate within HR and across BCI.
The Talent Management (TM) Center of Excellence (COE) is accountable for the frameworks that enable learning & development, succession planning, performance & talent management, and career management & internal mobility (talent agility) across BCI. TM, in partnership with the other COEs, sets the conditions that allow BCI’s workforce to adapt continuously. TM’s mandate is to build the enterprise capabilities that ensure BCI’s people develop the skills and abilities to succeed in their roles today and to stay ahead of what the work demands tomorrow. The team is instrumental in knitting together the BCI-wide view of talent: connecting the dots on similar learning needs across the business; knowing who the top-talent with transferrable skills are; working with agility to deliver flexible programs and frameworks that meet unique department needs.
Talent Management fosters relationships across all areas of the business and works in deep collaboration with HR COEs to ensure talent strategy translates into real outcomes for employees and the business.
Reporting to the VP, Human Resources and as a member of the HR Leadership Team (HRLT), the Senior Manager, Talent Management leads one of six HR COEs.
The Senior Manager is comfortable with ambiguity and has the expertise to shape their mandate, not just execute it; building new capabilities while sustaining the programs which employees and the organization depend on today.
The Senior Manager is expected to drive forward BCI’s People ambition and associated talent strategy with active management of leader and manager development, succession planning across all organizational levels and lead BCI’s approach to developing a workforce that is ready for an AI-driven environment.
The Senior Manager tracks external practices on talent and learning and adapts the strongest of them for BCI’s internal programs. They work alongside AI tools to design, evaluate, and iterate on talent programs.
As an HRLT member, the Senior Manager contributes to collective HR strategy and decision-making; not only as a representative of TM, but as a co-owner of HR's direction.
The position is supported directly by a Senior Advisor and indirectly by the HR Shared Services team.
The Human Resources department provides HR leadership across BCI, in direct support of investment return objectives and delivering on BCI’s mandate.
HR adds value as a strategic business partner, an enabler of change when mandates shift, and serves as a trusted advisor to the CEO/CIO, executive, and the Board on all people matters.
HR supports every person at BCI and serves as a trusted partner to all departments on strategic initiatives and day-to-day HR matters. By focusing on our talent, we ensure the organization has the right people with the right skills supporting and delivering on investment strategies for the benefit of our clients.
BCI is focused on building a workforce that is AI-fluent, adaptable across roles and functions, and ready to move at the pace of the business – all areas where HR plays a leading enabling role.
8+ years of progressive experience in Talent Management functions, including experience as leader of the function, preferably in an investment/asset management, pension, or similarly complex/regulated organization
A post-secondary degree in Human Resources, Organizational Development, Business Administration, or a related field and/or equivalent demonstrated experience
Strong business acumen and expert-level knowledge in emerging people and culture practices
Proven track record of establishing trusted partnerships with colleagues and stakeholders, leveraging collaboration to enhance effectiveness, innovation, and business impact. Able to build trust with senior leaders quickly and holds it when the work gets complicated
Demonstrated fluency using AI tools; use of AI tools expected
Proven track record designing and running enterprise talent frameworks (succession, competency models, skills taxonomies, career pathing, leadership development) that were actively used across the talent cycle
Lead talent assessment in practice: evaluating potential, readiness, and adaptability alongside skills, and equip others to do the same with consistency and reduced bias
Demonstrable enterprise leadership experience including direct people management as well as mentorship and development of talent
Has used data like talent review outputs, workforce analytics, skill gap analysis to make and defend talent management decisions
Certified Human Resources Professional, Certified Professional in Talent Development, and/or adult learning qualifications
Qualifications or experience related to executive coaching, team building and/or facilitation
Talent strategy and business plan alignment: translate BCI’s People ambition into a sequenced, resourced TM capability roadmap, owning TM’s contribution to the annual HR Business Plan and keeping talent priorities aligned to the three-year talent ambition
Succession planning: lead succession planning as an enterprise-wide capability spanning executive, senior leadership, and emerging talent, ensuring intelligence from talent reviews, analytics, and assessments systematically informs succession decisions and development investment
Developing a workforce ready for AI-driven work: redesign how BCI develops people for how work is changing, embedding AI fluency into learning, evaluation, and skills-gap closure, and applying AI tools to accelerate program design and talent analytics
Talent resilience: build the structured frameworks and targeted development that make adaptability a genuinely supported capability, partnering with the OCM function to sequence talent development alongside organizational change
Talent assessment capability: design and own a structured, defensible talent assessment methodology that identifies readiness, willingness, and development needs, feeding directly into succession planning and L&D investment decisions
Performance management strategy: set the strategic direction for how performance and potential inform talent decisions including succession and mobility action. Done in collaboration with Business Partnership and Total Rewards
Competency framework and skills identification: lead BCI’s competency framework and approach to skills management, keeping it grounded in what high performers need today and tomorrow; embedded in Workday
Career architecture: own the career progression framework — pathways, advancement criteria, and mobility routes. This framework is built on the job families and leveling structure owned by Total Rewards
Talent mobility: ensure employees on assignment or significant internal moves have an intentional development plan, partnering with Total Rewards on mobility and EE&I on an inclusion lens
Program management and COE operations: own the performance and continuous improvement of TM’s full program portfolio — leadership development, BCI University, mentoring, and foundational training — along with LMS effectiveness, vendor relationships, and the TM budget
In our downtown headquarters in Victoria, BC, Canada
The annualized salary range for this role is CAD $135,000 - $160,000.
BCI offers a competitive total rewards package, including a performance-based incentive plan, comprehensive health & dental benefits, a defined benefit pension plan, and paid time off. We pay our people competitively in the markets in which we operate and with consideration for internal equity and job structure. The base salary will consider factors such as the individual's skill set, experience, and internal equity. We aim for actual pay to be around the market median for expected performance and the upper quartile for excellent performance. Actual salaries may vary based on experience and expertise.
Next Steps:
To apply online, please submit your resume promptly. Applications will be actively reviewed, and those selected for an interview will be contacted. We welcome all qualified candidates who are legally authorized to work in the country where this job is located. If you do not have authorization, or if your work permit has restrictions or is due to expire within 12 months, please inform our recruitment team if shortlisted.
At BCI, we value diversity and foster an inclusive culture where all employees can thrive. We are performance and client-focused, valuing integrity, and we want to know you if you share these values. We recognize that some skills can be learned on the job and encourage everyone to apply. If you require accommodations for the recruitment process, such as alternate formats of materials or accessible meeting rooms, please contact us at [email protected].
To learn more about working with BCI, including our comprehensive benefits packages, our commitment to equity, diversity and inclusion and the recruitment process visit our BCI Careers Page.
BCI does not accept unsolicited resumes or candidate submissions from third-party recruitment agencies, executive search firms, or staffing suppliers unless they have an existing contractual agreement with our organization. Our approved vendor relationships are established for particular recruitment requirements and do not extend to general job postings on our website or other platforms. Any candidate information or resumes submitted by suppliers not approved by BCI will be deemed unsolicited and will not be reviewed or considered. BCI will not be liable for any fees, commissions, or charges related to unsolicited candidate submissions or recruitment services.
