Human Resources Director - Technology/Transformation/Rewards
GTA
160-200K
Ideal Candidate Profile
The successful candidate will be a senior HR leader who is comfortable operating at the intersection of people strategy, Total Rewards, technology and enterprise change. They will bring strong judgment, structured program leadership and the ability to move between executive-level strategy and detailed delivery. Equally important is the ability to build alignment across diverse stakeholders, simplify complexity and ensure major HR initiatives translate into measurable and sustainable improvements.
Position Overview
This senior leadership role is responsible for advancing a broad HR modernization agenda spanning Total Rewards, technology, process improvement, data and large-scale transformation. The Director will bring structure and discipline to complex initiatives, helping move strategic priorities from concept through implementation, adoption and ongoing optimization.
Working across HR and key business functions, this leader will guide major programs, strengthen HR service delivery, improve the employee and manager experience, and ensure investments in systems and processes deliver practical business value. The role requires a strong blend of HR knowledge, technology fluency, program leadership and stakeholder influence.
Core Responsibilities
HR Transformation & Program Leadership
- Lead a portfolio of enterprise HR transformation initiatives from planning and design through implementation, stabilization and benefits realization.
- Translate HR strategy and business priorities into clear roadmaps, workstreams, implementation plans and measurable outcomes.
- Create practical governance structures covering scope, milestones, resources, dependencies, decision rights, risks and success measures.
- Coordinate cross-functional teams that may include HR, Technology, Finance, Operations, business leaders, consultants and external partners.
- Introduce consistent program-management practices, reporting standards and executive-level visibility across major HR initiatives.
- Identify barriers and interdependencies early, facilitate decisions and keep complex work moving against agreed priorities.
- Build stakeholder engagement, communications, training and adoption planning into transformation programs so changes are sustained after launch.
- Track impact using measures such as service quality, process efficiency, employee experience, data quality and business outcomes.
HR Technology & Digital Enablement
- Provide strategic direction for the HR technology environment, including priorities, governance, standards and longer-term roadmap planning.
- Act as a senior HR partner to Technology teams, connecting functional requirements with architecture, integrations, cybersecurity, data governance and support models.
- Oversee the intake and prioritization of system enhancements, configuration changes, releases, testing and optimization requests.
- Lead or sponsor HR system implementations, upgrades, integrations, optimization initiatives and vendor transitions as needed.
- Identify opportunities to reduce manual work, simplify workflows and expand employee and manager self-service.
- Evaluate emerging capabilities such as artificial intelligence, automation, workforce analytics and digital employee-experience tools.
- Provide oversight to technology vendors and implementation partners, ensuring commitments, timelines, service expectations and business outcomes are met.
- Support appropriate controls for HR data integrity, privacy, security and system governance.
Total Rewards Leadership
- Provide enterprise-level leadership across compensation, benefits, recognition and wellbeing programs, with a focus on competitiveness, employee experience and organizational effectiveness.
- Guide the modernization of key rewards processes including compensation planning, incentive administration, benefits enrollment, job evaluation, market pricing and employee communications.
- Strengthen governance, workflows, controls and data standards to improve consistency, accuracy and timely decision-making.
- Improve integration among HCM, compensation, benefits, payroll and external vendor platforms to reduce duplication and strengthen data flow.
- Enable reporting and insights related to market competitiveness, pay equity, participation, cost, utilization and program effectiveness.
- Partner with Finance, Payroll, Legal, Technology, HR Operations and external providers to ensure rewards programs are sustainable, compliant and operationally effective.
- Improve adoption of rewards programs and tools through manager enablement, clear communications, training and self-service capabilities.
HR Process Improvement & Operating Model
- Partner with HR leaders and specialist teams to review and redesign processes across the employee lifecycle.
- Lead process mapping, requirements definition, gap analysis, future-state design and implementation planning.
- Standardize and simplify processes where appropriate, using technology to enable efficient workflows rather than reproduce unnecessary complexity.
- Support the evolution of HR service delivery, including roles, responsibilities, workflows, governance and decision-making practices.
- Establish continuous-improvement disciplines and practical performance measures for HR processes, technology and service delivery.
HR Data, Analytics & Reporting
- Strengthen HR data quality, reporting standards and governance to improve confidence in workforce information.
- Support the development and evolution of HR dashboards, workforce analytics and executive reporting.
- Improve access to timely and actionable workforce insights for HR and business leaders.
- Use analytics, automation and digital tools to increase HR productivity and support better decision-making.
Leadership & Stakeholder Partnership
- Advise senior HR leadership on transformation priorities, technology choices, process improvement and digital capabilities.
- Build strong working relationships across HR, Technology, Finance, Operations and other functions to support successful execution.
- Translate complex business and HR requirements into practical process, technology and implementation approaches.
- Influence senior stakeholders, facilitate decisions and create alignment across multiple functions and organizational levels.
- Provide direction to internal team members, project resources, consultants, vendors and implementation partners.
- Help build organizational capability in transformation management, project delivery, HR technology, process improvement and change management.
- Promote a culture of accountability, innovation, continuous improvement and disciplined execution.
Qualifications & Experience
- Bachelor's degree in Human Resources, Business Administration, Information Systems, Technology or a related field; an advanced degree is an asset.
- 10+ years of progressively responsible experience spanning Total Rewards, HR transformation, HR technology, program or project leadership, HR operations or related disciplines.
- Demonstrated experience leading complex HR technology implementations, integrations, upgrades, optimization initiatives or digital transformation programs.
- Experience managing large programs with multiple workstreams, stakeholders, dependencies and competing priorities.
- Strong working knowledge of HCM platforms, integrations, HR processes, service-delivery models and digital HR capabilities.
- Experience with compensation and benefits programs, HR analytics, workflow automation, artificial intelligence or other emerging HR technologies is highly relevant.
- Strong program-management discipline with the ability to create structure, manage risk and move initiatives from strategy to execution.
- Ability to communicate with and influence senior leaders, build credibility across functions and translate complex issues into clear recommendations and plans.
- PMP, Agile, Lean/Six Sigma, change-management or comparable professional certification is considered an asset.
- Comfort balancing strategic leadership with hands-on execution when required.
