Workforce Optimization and Organisation Design Manager

Mace•Toronto, ON

5d•CA$130,000 - CA$150,000•Onsite

About The Position

At Mace, our purpose is to redefine the boundaries of ambition. We believe in creating places that are responsible, bringing transformative impact to our people, communities, and societies across the globe. Within our consult business we harness our unique combination of leading-edge practical expertise and project delivery consultancy to unlock the potential in every project. Mace is seeking an experienced Workforce Optimization and Organization Design Manager to support a major technology-enabled transformation program for a confidential government organization. This multi-year program will help a large public-sector organization transition to new ways of working as it modernises its technology, processes, operating model and workforce capability across business functions, operations, finance, customer channels, retailers, service providers and third-party partners. Working within an integrated transformation and organizational change management team, you will own the workforce and organization design thread, translating strategy, process redesign and system impacts into role change heatmaps, future-state accountabilities, capability gaps, organization design inputs, workforce transition actions and sustainment requirements. The role may require working up to five days per week on site in a government organization office environment, directly with client leaders, HR / People teams, business SMEs, operational teams, process teams, technology partners and change delivery teams.

Requirements

Minimum 6 years of experience in workforce transformation, organization design, operating model design, workforce planning, HR transformation, change management, or business transformation initiatives.
Experience supporting technology-enabled change, digital transformation, process redesign, operating model change, or major system implementations.
Proven ability to translate process, system, and operating model changes into role impacts, workforce implications, accountabilities, decision rights, and future-state ways of working.
Experience developing workforce impact assessments, role change heatmaps, RACI matrices, job profile updates, capability gap assessments, and workforce transition plans.
Strong understanding of organization design principles, including governance structures, role clarity, decision rights, interaction models, and operating model alignment.
Experience collaborating with HR, business, process, technology, change, and learning teams to align workforce outcomes with transformation objectives and implementation requirements.
Strong analytical and facilitation skills, with experience identifying capability gaps, conducting role impact workshops, developing workforce transition plans, and supporting deployment, go-live, hypercare, and sustainment activities.

Responsibilities

Support a healthy, inclusive and psychologically safe transition by helping leaders and teams understand changes to roles, responsibilities, accountabilities and ways of working.
Reduce uncertainty and change fatigue through clear role impact analysis, heatmaps, workforce transition actions and practical manager guidance.
Identify where role ambiguity, capability gaps, capacity pressures or unclear decision rights may create delivery, operational or adoption risk.
Support inclusive workforce planning by considering stakeholder groups, working environments, capability levels, accessibility needs and operational constraints.
Own the workforce and organization design thread across the transformation, ensuring workforce impacts are clearly understood, documented, managed and translated into practical action.
Translate transformation strategy, process redesign and system functionality into workforce impacts by function, role, stakeholder group and release wave.
Develop role change heatmaps showing the level and nature of change to accountabilities, decision rights, system usage, process responsibilities, workflows, handoffs, governance and ways of working.
Assess current-state roles, accountabilities, governance interfaces and cross-functional working arrangements to identify gaps, duplication, ambiguity and transition risks.
Define future-state role implications, accountability statements, RACI inputs, interaction models and role profile updates where material change is identified.
Provide organization design input on whether team structures, governance forums, reporting lines, decision rights, escalation routes and interface models support the future operating model.
Identify skills and capability gaps created by the transformation, providing structured inputs into training needs analysis, role-based learning pathways, manager enablement and capability uplift planning.
Support workforce transition planning, including interim ways of working, handover requirements, knowledge transfer, role readiness, manager actions and sustainment activities.
Maintain workforce risk inputs covering role ambiguity, capability gaps, critical-role dependency, resource constraints, capacity pressures, adoption barriers and sustainment risks.
Provide workforce and organization design input into readiness assessments, adoption dashboards, leadership briefings, manager enablement sessions, training planning and hypercare support.
Support release-specific workforce impact refreshes during deployment, ensuring role impacts remain current as process, technology or operating model decisions evolve.
Ground workforce and organization design recommendations in approved strategy, process, technology, operating model assumptions and stakeholder evidence.
Raise risks early where role ambiguity, unclear decision rights, capability gaps, workload pressures or key-person dependencies may affect adoption or continuity.
Ensure role changes are escalated for HR / People team review, client approval, employee consultation or organization design governance where required.
Keep workforce documentation accurate, traceable and aligned to change, readiness, learning and sustainment activities, while focusing on practical changes that support adoption and performance.
Help leaders, managers, change, learning and business teams understand role and capability impacts so they can provide targeted support through the transition.
Support knowledge transfer and reusable workforce tools, including impact templates, heatmaps, role profiles, RACI inputs, manager guidance and transition checklists.
Promote integrated delivery across transformation, process, technology, change, learning and workforce teams while building sustainable internal capability.