Human Resources Transformation Lead

Lifemark Health Group•Toronto, ON

4d•CA$95,000 - CA$145,000•Hybrid

About The Position

The HR Transformation Lead will play a critical role in strengthening Lifemark’s HR operating model and preparing the organization for a future Workday implementation. Reporting to the Vice President, People & Culture, this role will be responsible for documenting current-state HR processes, identifying control gaps, improving process consistency, and ensuring core HR controls are clearly defined, documented, and followed through executed processes. This role will lead the development and ownership of the Workday readiness roadmap, ensuring Lifemark’s people processes, data, controls, governance, and systems landscape are prepared for successful transformation. The role will also assess current recruitment processes and identify opportunities for optimization, automation, and appropriate use of AI to improve efficiency, candidate experience, compliance, and scalability. In addition, the Transformation Lead may own minor system configuration changes or process improvements within existing HR platforms to better support operational effectiveness and future Workday readiness.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Information Systems, or a related discipline.
7+ years of progressive experience in HR transformation, HR operations, HR systems, process improvement, or HR project leadership.
Experience supporting or preparing for an HRIS implementation; Workday experience is strongly preferred.
Strong understanding of core HR processes, controls, governance, and employee lifecycle activities.
Experience documenting processes, designing controls, developing SOPs, and improving HR operational discipline.
Experience with recruitment operations, talent acquisition processes, and recruitment technology optimization.
Familiarity with AI use cases in HR or recruitment, with an understanding of responsible AI, privacy, compliance, and governance considerations.
Experience partnering with cross-functional teams such as Payroll, Finance, IT, Legal, and Operations.
Project management or transformation experience, including roadmap development, milestone tracking, issue management, and stakeholder engagement.

Nice To Haves

Experience in healthcare, multi-site operations, or complex matrix organizations is an asset.

Responsibilities

Lead the documentation of current-state HR processes across core People & Culture functions, including recruitment, onboarding, employee lifecycle changes, position management, organizational changes, compensation-related workflows, offboarding, and HR operations.
Identify process gaps, inconsistencies, duplication, manual workarounds, and control risks across existing HR processes.
Ensure core HR controls are clearly defined, documented, embedded into process flows, and consistently followed by process owners and users.
Develop and maintain process maps, standard operating procedures, decision matrices, RACI models, control documentation, and supporting governance materials.
Partner with HR, Payroll, Finance, Legal, Operations, IT, and other stakeholders to validate processes and ensure alignment across functions.
Establish mechanisms to monitor whether documented controls and processes are being followed in practice.
Recommend improvements to reduce risk, improve compliance, strengthen governance, and increase process discipline.
Own and maintain the Workday readiness roadmap for Lifemark’s People & Culture function.
Assess current-state readiness across process design, data quality, integrations, reporting, governance, roles and permissions, change impacts, and operating model requirements.
Identify key dependencies, risks, decisions, and milestones required to prepare for a future Workday implementation.
Partner with internal stakeholders to prioritize readiness activities and ensure progress against the roadmap.
Support future-state HR process design principles to enable standardization, scalability, and effective system implementation.
Identify and help resolve foundational issues that may impact Workday implementation success, including inconsistent processes, unclear ownership, data quality concerns, and control gaps.
Serve as a key People & Culture transformation lead, helping translate business needs into practical, scalable HR solutions.
Support business case development, implementation planning, vendor engagement, and discovery activities related to future HR technology transformation, as required.
Review current-state recruitment processes from requisition intake through offer, onboarding handoff, and reporting.
Identify opportunities to improve recruitment efficiency, hiring manager experience, candidate experience, process consistency, and compliance.
Assess opportunities for appropriate AI use within recruitment, including screening support, job description creation, candidate communications, interview scheduling, reporting, workflow automation, and knowledge management.
Partner with Talent Acquisition, Legal, Privacy, IT, and People & Culture leadership to ensure any AI recommendations are responsible, compliant, ethical, and aligned with organizational governance expectations.
Recommend process and technology improvements that reduce manual effort, improve quality of hiring data, and support scalable recruitment operations.
Support implementation of approved recruitment process improvements, including documentation, change management, training, and measurement.
Identify minor system configuration improvements or enhancements within existing HR systems that support improved process execution and Workday readiness.
Partner with HR systems, IT, and vendors to support small-scale configuration changes, workflow updates, data clean-up activities, or reporting improvements.
Ensure any system changes are aligned with process documentation, controls, and future-state Workday readiness objectives.
Develop practical tools, templates, dashboards, and reporting mechanisms to support HR process governance and transformation progress.
Promote a continuous improvement mindset across People & Culture by identifying opportunities to simplify, standardize, and automate work.
Work closely with People & Culture leaders and functional process owners to understand pain points, align on priorities, and drive transformation outcomes.
Facilitate workshops, process discovery sessions, control reviews, and readiness planning meetings.
Build strong relationships with cross-functional partners, including Payroll, Finance, IT, Legal, Operations, and business leaders.
Support change management activities related to process updates, control implementation, system improvements, and Workday readiness activities.
Communicate complex process and systems concepts in a clear, practical, and business-focused manner.