Workforce Consultant

City of Toronto•Union, NJ

2d•Hybrid

About The Position

The Workforce Consultant works within Toronto Court Services’ Strategic Workforce Planning & Development Unit and coordinates workforce and organizational development initiatives, solutions, programs, and projects in partnership with the City’s People & Equity division. The role designs and implements strategies related to recruitment and staffing, training and career development, change management, performance and complement management, employee and labour relations, and succession planning. It identifies opportunities for improvement, builds organizational capability, and supports employee growth and development through training resources, transformation projects, and advice to people leaders. The position provides consulting and guidance to managers and employees; develops workforce plans and business solutions; analyzes workforce trends and data; coordinates recruitment, onboarding, and learning initiatives; and leads or supports projects and change-management activities. It also contributes to employee experience, engagement, wellness, equity, inclusion, and workplace culture initiatives. The role reports to the Advisor Strategic Workforce Development and travels to various locations as required for divisional business. It is a full-time, temporary 18-month position, based at St. Lawrence Market North in a hybrid work arrangement, with a Monday-to-Friday schedule of 35 hours per week.

Requirements

Post-secondary education in a discipline relevant to the position, combined with relevant professional experience and affiliations, or an equivalent combination of education and experience.
Considerable experience delivering or supporting human-resource strategies or services in one or more of recruitment and selection, labour relations, strategic HR planning, training and organizational effectiveness, or health and safety.
Experience using software such as MS Office Suite, SAP, and Success Factors.
Experience interpreting and applying government legislation, collective agreements, and HR policies and procedures, including the Employment Standards Act, Ontario Occupational Health and Safety Act, Labour Relations Act, Municipal Freedom of Information Act, Human Rights Code, and Accessibility for Ontarians with Disabilities Act (AODA).
Project-management skills, including the ability to initiate, coordinate, or deliver high-quality project outcomes on schedule, and knowledge of change-management principles.
Advanced consultation and advisory skills to provide strategic advice on workforce acquisition, training and development, and/or organizational redesign, and to work with stakeholders at all organizational levels to assess needs and develop and implement programs and strategies.
Ability to create and implement strategies and processes that support organizational change.
Ability to prepare reports and develop presentation materials on varied topics.
Highly developed human-relations, communication, negotiation, analytical, and conflict-resolution skills, including the ability to handle confidential or sensitive matters involving management and unionized employees.
Strong research and analytical skills, including the ability to develop options and recommend solutions that support decision-making.
Ability to work collaboratively and independently with minimal guidance, set priorities, plan, and execute tasks.
Initiative and ability to apply best practices to continuously improve processes and service delivery, efficiency, and effectiveness.
Knowledge of Adult Learning Principles and experience developing business learning solutions using models such as ADDIE.

Responsibilities

Advise people leaders and employees, in collaboration with People & Equity, on recruitment, health and safety, employee and labour relations, organizational change, competency frameworks, complement management, training and development, career planning, and succession planning.
Interpret policies, procedures, collective agreements, and workforce standards; implement plans and recommend policies and procedures for program-specific requirements.
Develop and implement organizational development solutions, including organizational assessments, change management, communications, workforce planning, employee engagement, workforce and leadership development, business process improvement, and organizational redesign.
Administer assigned budgets and ensure expenditures remain within approved limits.
Develop, track, and maintain accurate workforce reports and records, and analyze workforce trends, risks, challenges, and opportunities.
Research workforce and organizational development topics, considering developments in the field, corporate policies and practices, legislation, and initiatives by other levels of government.
Work with stakeholders to plan and forecast workforce complement and competency needs for current and future business requirements.
Maintain professional contacts and awareness of current organizational development theory and practice; analyze workforce strategies, systems, and initiatives and make recommendations.
Measure the effectiveness of workforce business solutions; design and analyze evaluation and needs-assessment data to create or update solutions and training programs.
Recommend, design, re-engineer, and facilitate policies, procedures, and processes that support service quality, continuous improvement, and service equity.
Gather and analyze labour-market intelligence to inform current and future workforce resource strategies and plans.
Contribute to divisional workforce strategies aligned with organizational priorities; monitor staffing levels and workforce demographics to inform decisions.
Support succession planning and talent-pipeline development and build consulting partnerships with management groups and People & Equity.
Coordinate and oversee divisional job postings, competitions, selection processes, pre-boarding, and onboarding.
Collaborate with people leaders on recruitment, retention, employee growth, and engagement strategies.
Identify training and development needs; coordinate learning initiatives; track participation, outcomes, and feedback; and support career-development and succession-planning pathways.
Monitor learning gaps, trends, and leading practices, and recommend and implement learning, talent-management, and organizational-development programs.
Lead and support workforce-related projects from planning through execution, applying change-management approaches and collaborating across teams to improve organizational effectiveness.
Develop, communicate, document, deliver, track, monitor, and improve execution plans associated with section and division strategic plans.
Lead assigned projects, promoting effective teamwork, communication, work quality, organizational performance, and continuous learning; control project expenditures within approved limits.
Support employee-experience initiatives that foster engagement, wellness, equity, and inclusion; work with leaders and committees to strengthen culture and recognition practices.
Travel to various locations as required to conduct divisional business.