Executive Director, Total Rewards, People Systems and Technology

• Lead process optimization across all employee lifecycle activities:

• Create and maintain employee-centred service experiences through enhanced processes related to all aspects of the employee lifecycle to enhance employee equity, inclusivity, accessibility, productivity and satisfaction.

• Partner with P&C program owners to establish user-friendly processes and digital tools that create efficiencies within P&C and for all employees and enable employees and managers to access HR information and services with ease.

• Develop and maintain a comprehensive knowledge base and self-service tools accessible through a service centre.

• Modernize the HR operating environment through technology:

• Leverage technology to optimize HR processes, strengthen data management and ensure a unified, streamlined experience for employees and the organization.

• Parter with HR program owners, and gather input from managers and employees, to identify local digital solutions to simplify processes and improve user experience, data accuracy and decision-making.

• Identify opportunities to leverage existing HR and related technology and prioritize system enhancements in partnership with ITS.

• Manage employee compensation, benefits and payroll programs:

• Providing strategic oversight of compensation governance, ensuring expert advice and consultative support is available to P&C and to senior leaders.

• Accountable for the governance of job evaluation and salary administration framework, ensuring legal compliance (including Bill 55), financial stewardship, equitable application and transparency.

• Sets direction for annual review of administrator and executive compensation, establishing the approach for market benchmarking and the principles that guide internal and external equity.

• P&C Leadership:

• Maintains a high level of staff performance by creating a positive working environment and developing, coaching, evaluating, motivating and training of reporting staff.

• Other related duties as assigned.

• Four-year degree from a recognized post-secondary institution in a related field.

• Certified Human Resources Professional (CHRP in progress/CHRL and Certified Compensation Professional required) is required.

• Certified Compensation Practitioner (CCP) is required.

• Payroll Leadership Professional (PLP) would be an asset but not required.

• Six Sigma Black Belt is required.

• Minimum twelve (12) years as an experienced Executive Director with well-developed people leadership skills, attention to detail, accuracy, time management, conflict resolution skills.

• 12+ years of progressive HR leadership, including 5+ years with portfolio accountability across Total Rewards, Payroll, and HR technology/people analytics in a complex, multi-site, unionized environment (public sector or broader public sector preferred).

• Canadian payroll oversight at scale: operating-model design (SLAs/OLAs, segregation of duties), retro pay for settlements, year-end and CRA/T4/T4A compliance, taxable benefits, ROE, incident response and communications-plus tight HRIS-Payroll-Finance integration governance.

• End-to-end Total Rewards governance: designing/maintaining job architecture and salary structures (non-executive scope), market benchmarking, exception governance, pay-equity analysis and compression/inversion remediation, and policy development.

• HR technology product stewardship: leading HCM/HRIS portfolios (roadmaps, release governance with blackout windows, go/no-go criteria, vendor management), major upgrades or implementations, and measurable adoption/service outcomes.

• HR AI/automation literacy: evaluating HR use-cases (e.g., case triage, document classification, knowledge assistants), setting human-in-the-loop and privacy guardrails, and guiding Privacy Impact Assessment/Security Threat &Risk Assessment processes with ITS/Privacy.

• Employee-lifecycle process optimization and service-centre enablement: standardizing and simplifying recruitment-to-retirement processes, self-service and knowledge-centred support, and cross-functional handoffs (HR-Finance-ITS) timed around academic/payroll change-freeze windows.

• People leadership: building and coaching multi-disciplinary teams (TR, Payroll, HRIS/analytics, service centre), setting standards and measures, and fostering an inclusive, service-oriented culture.

• Governance, risk, and compliance: demonstrable mastery of Ontario/Canadian frameworks relevant to the portfolio (e.g., ESA, Pay Equity, AODA/accessibility, MFIPPA/FIPPA, WSIB, pension and disclosure requirements), and familiarity with public-sector procurement practices.

• Experience working with HR data structures, reporting frameworks, dashboards and compliance reporting requirements.

• Advanced knowledge of HR information systems, payroll systems and enterprise platforms supporting human resources operations (e.g., HRM/HCM systems, ERP platforms and related integrations). Demonstrated ability to manage and optimize HR technology environments, including system configuration/optimization, data governance, reporting tools and analytics capabilities.

• Strong analytical and data interpretation skills, with the ability to translate complex workforce, compensation and payroll data into meaningful insights that support operational decision-making and institutional planning.

• Skilled in project management, conflict resolution, creative problem solving, interpersonal and communication skills.

• Broad leadership skills managing a diverse team of experienced individuals.

• Excellent collaboration and teamwork skills at a professional level.

• Demonstrated commitment to uphold the Polytechnic's priorities on diversity and equity.

• The Polytechnic requires proof of degrees, credentials, or equivalencies from accredited regional or federal post-secondary institutions and/or their international equivalents. Credentials may require validation at the time of interviews or offer.

George Brown College