Tax Learning and Development Manager

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Manager

Job Description & Summary

The Human Capital (HC) team at PwC Canada includes Human Resources, Learning & Development, and Talent Management professionals. The HC team's vision is to attract, develop, reward and manage diverse and authentic leaders, at all levels, who build strong relationships and serve our clients well. We do this by partnering with our business leaders to engage and retain our people through listening to their needs and designing innovative people solutions. Our goal is to ensure PwC remains an employer of choice and delivers a unique people experience.

The role will support the Development Pillar’s vision of driving value to our people, business, and clients by fostering a culture of continuous learning. They will help cultivate an environment where education, coaching and teamwork are valued, and our people actively seek challenging opportunities to learn and develop to their full potential.

The L&D Manager, with guidance from the Tax L&D Leader, is responsible for the design, development, implementation, and evaluation of Tax Learning solutions, from inception through to business impact. This role works with a degree of independence and will lead and be accountable for various L&D programs, projects, and teams.

The Opportunity 

As a Tax Learning and Development Manager, unlock your potential and embrace the chance to drive meaningful outcomes that’ll elevate your career. Your role will include, but isn’t limited to: 

• Collaborate with the National Tax L&D team and Tax Business Units to deliver high-quality, innovative learning aligned with strategic priorities 
• Use your tax technical knowledge and practical experience as a tax practitioner to design new learning content and reimagine or redevelop existing programs - both technical and professional - that support the evolving needs of the Tax practice  
• Serve as a Tax Learning SME by assessing learning needs and developing instructional content that integrates formal and experiential learning approaches tailored for Canadian requirements 
• Build and manage stakeholder relationships and lead program implementation by coordinating with SMEs and L&D teams, and executing plans that include budgeting, scheduling, communications, and curriculum setup 
• Facilitate instructor briefings and train-the-trainer sessions; deliver technical and professional development courses 
• Evaluate the effectiveness of programs and continuously improve based on feedback from instructors, participants, and the business  
• Coach and develop junior L&D team members by supporting their ownership in program delivery, mentorship, performance feedback, aligning their growth with team and organizational priorities 
• Ensure quality and compliance by identifying training needs, managing project risks, reviewing compliance outcomes, and reporting to leadership with appropriate remediation actions 
• Communicate L&D developments and represent the team in committees and workstreams 

What You'll Bring  
Your skills, knowledge, and experiences are what set you apart. Here's what we look for: 

• Strong interest in Learning & Development for Canadian Tax, with experience in facilitation and/or content development and instructional design considered an asset 
• Understanding of Canadian Tax, with the ability to translate technical knowledge into a simple and understandable way, along with a CPA designation, is considered an essential asset  
• Ability to design, reimagine, and deliver tax technical and professional development content that supports the evolving needs of tax practitioners 
• Proven ability to manage multiple projects, prioritize effectively, and meet tight deadlines  
• Strong consulting and communication skills, with the ability to build collaborative relationships and influence stakeholders while balancing the need to work collaboratively and autonomously  
• Experience leading or coaching others, with a focus on developing talent and fostering team collaboration  
• Ability to work independently and in virtual teams, often across multiple locations 
• This role doesn’t support completion of the Canadian CPA designation 
• This is a 12-month full-time contract opportunity 

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Adult Learning Theories, Analytical Thinking, Career Training, Coaching and Feedback, Communication, Content Curation, Content Strategy, Contract Management, Creativity, Curriculum Development, Data Reporting, Design Thinking, Developing Presentations, Developing Training Materials, E-Learning Development, Embracing Change, Emotional Regulation, Empathy, Event Set Up, Executive Education, Facilitated Discussions, Facilitate Training Sessions {+ 36 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Not Specified

Available for Work Visa Sponsorship?

No

Government Clearance Required?

No

Job Posting End Date

June 6, 2026

We’re committed to providing accommodation throughout the application, interview, and employment process. If you require accommodation to be at your best, please let us know during the application process.

The use of artificial intelligence (AI) in recruiting is just getting started, so we know you have questions about how and why we use it. At certain points during our recruiting process, we rely on AI to improve your experience. This could be during resume review or curating personalized job recommendations, asking you clarifying questions via a chatbot or during our interview scheduling to improve your experience. Our use of AI helps ensure we combat bias by evaluating candidates equally and fairly, without seeing identity information, such as your name, or gender for example). AI also helps us better predict successful hires by reviewing all applicants for a role and the relationship between your skills, experience and likely success at PwC Canada. While AI supports parts of our recruitment process, final hiring decisions always involve human review. For more information about our use and protection of your data, please refer to our Privacy Policy (https://www.pwc.com/ca/en/privacy-policy.html).

Nous tenons à répondre à vos besoins tout au long du processus de demande d’emploi, d’entrevue et d’embauche. Si vous avez besoin de mesures d’adaptation pour être parfaitement à l’aise, faites-le-nous savoir à l’étape de la demande d’emploi.

L’utilisation de l’intelligence artificielle (IA) dans le domaine du recrutement en est à ses balbutiements. Nous savons que vous pourriez vous demander comment et pourquoi nous y avons recours. À certains stades de notre processus de recrutement, nous comptons sur l’IA pour améliorer votre expérience. Par exemple, pendant l’examen du curriculum vitæ ou l’élaboration d’une liste de recommandations personnalisées, un agent conversationnel pourrait vous demander des précisions ou fixer avec vous un rendez-vous pour l’entrevue. L’IA nous aide à mieux lutter contre les préjugés, car l’évaluation des candidats se fait de façon juste et équitable, sans que les informations d’identification comme le nom ou le sexe soient connues. Elle nous permet également de mieux repérer les bons candidats pour un poste et d’évaluer le lien entre leurs compétences, leur expérience et leurs chances de réussir chez PwC Canada. Bien que l’IA facilite certaines étapes de notre processus de recrutement, les décisions finales d’embauche sont toujours prises par des personnes. Pour en savoir plus sur l’utilisation et la protection de vos données personnelles, consultez notre politique sur la protection des renseignements confidentiels (https://www.pwc.com/ca/fr/privacy-policy.html).