Vp, Workforce Development & Partnerships

Q Academy
is entering a deliberate growth phase in the Canadian workforce development and corporate training market. This VP is being created to:Consolidate all revenue streams — employer, government, and program-based — under a single accountable leaderBuild a qualified pipeline before committing to significant operational or staffing investmentEstablish Q Academy as the workforce partner of choice for BC employers and government workforce bodiesCreate a repeatable, CRM-driven commercial process that the CEO can track weekly, not quarterlyPosition Q Academy's brand clearly in the corporate training market — not as an academic institution, but as a delivery partner for employer and workforce outcomes1. Revenue — Consolidated Target Ownership
Own and be accountable for the total Q Academy revenue target: employer partnerships, government/funding partnerships, and workforce program fees combinedBuild a revenue plan with monthly milestones and pipeline-to-close assumptions approved by the CEOEnsure revenue is diversified across employer, government, and direct program channels — no single source should exceed 50% of total revenue in Year 2+Report on revenue performance versus target weekly — not monthly, not quarterly2. Pipeline — Qualified Opportunity Management
Establish and maintain a qualified pipeline at minimum 3x the quarterly revenue targetDefine pipeline qualification criteria: minimum employer size, contract value threshold, programme fit, and decision-maker accessOwn the CRM as the single source of pipeline truth — no shadow spreadsheets, no verbal updates without CRM backingDeliver a weekly pipeline dashboard to the CEO covering: new opportunities, stage progression, at-risk deals, and closed revenue3. Employer Accounts — Corporate Partnership Development
Identify, target, and close employer accounts in BC's priority workforce sectors: technology, healthcare, skilled trades, financial services, and logisticsStructure multi-year employer training partnership agreements with volume commitments and renewal incentivesBuild an employer account management function: onboarding, training delivery coordination, satisfaction review, and renewalDevelop an employer advisory council to deepen institutional relationships and generate market intelligence for program development4. Government & Funding Partnerships
Map and pursue government workforce funding available to Q Academy as a training provider: provincial (WorkBC, SWIS, COJG equivalents), federal (ESDC, Sectoral Workforce Solutions), and municipal programsBuild relationships with WorkBC contract holders, Employment Service Providers (ESPs), and sectoral workforce bodiesDevelop a grant and funding strategy that supplements commercial revenue — not replaces it — with clear concentration limitsEnsure all funded program delivery meets contractual reporting, outcome, and compliance requirementsBuild the Q Academy commercial team in alignment with revenue milestones — not in anticipation of themSequence hires to maximize revenue return: business development before operations, account management before program coordinationEstablish hiring profiles, onboarding plans, and individual revenue targets for each commercial team memberPresent a headcount plan to the CEO linked to pipeline stage and revenue trajectory — never headcount without revenue justification6. Brand-Delivery Handoff — Q Academy Commercial-to-Operations Interface
Own the handoff between commercial commitments made to employers and government bodies and Q Academy's program delivery teamEnsure no contract is signed without a delivery-confirmed programme and timeline — no overpromising to close dealsBuild a standard handoff protocol: contract summary, employer expectations, delivery timeline, and escalation pathServe as the escalation point for delivery issues that risk employer or government partner satisfaction7. Weekly Dashboard — CEO Commercial Accountability
Deliver a structured weekly commercial dashboard to the CEO covering: pipeline value by stage, revenue closed this week/month/quarter, employer accounts active vs. target, government funding pipeline, team hiring status, and key risksThe dashboard is non-negotiable — format agreed with CEO in Month 1, delivered every week without exceptionFlag risks proactively — pipeline gaps, delayed closures, employer account issues — before they become missesRequired Qualifications Education
Bachelor's degree in Business, Commerce, Public Policy, Education, or a related field (required)Graduate degree or professional designation (MBA, CPHR, economic development certification) is an assetFormal training in government funding programs, workforce development, or adult education is a strong assetExperience
8–12 years in workforce development, corporate training, economic development, or related commercial roles in CanadaMinimum 3 years in a VP, Director, or equivalent revenue ownership role — not program managementDemonstrated track record closing employer partnership agreements in BC or comparable Canadian marketDirect experience navigating government workforce funding programs in BC (WorkBC, SWIS) or nationally (ESDC) — not advisory, hands‑on application and managementExperience building and managing a CRM-driven commercial pipeline with weekly CEO or Board-level reportingExperience hiring and managing a commercial team — including setting individual targets and managing underperformance
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