This is a hybrid position based out of our 243 Consumers Rd location in North York, with 4 days per week in office and 1 day remote.
Lifemark Health Group (LHG) is a market leader in customized healthcare solutions. With over 20 years of service excellence, LHG is one of the largest, most trusted, and most comprehensive providers in Canada. As a national healthcare company, LHG employs over 5,000 highly trained clinicians, medical experts and team members in almost 400 locations coast-to-coast and continues to grow both organically as well as through acquisitions. Lifemark was acquired by Loblaw Companies on May 10, 2022.
The Opportunity:
We are seeking a strategic, collaborative, and results-oriented Director, HR Transformation, Systems and Analytics to lead the evolution of Lifemark's HR operating model, technology capabilities, and people analytics function.
Reporting to the Vice President, People & Culture, this role will provide strategic leadership across HR transformation, systems, process optimization, data governance, and workforce analytics. The Director will be responsible for developing and executing a roadmap that strengthens HR operational effectiveness, establishes scalable processes and controls, improves data quality, and enables more informed people and business decisions.
A key priority will be leading Lifemark's readiness for a future Workday implementation, ensuring that HR processes, data, governance, systems, and organizational capabilities are positioned for successful transformation. The role will also oversee the effectiveness and continuous improvement of existing HR platforms while identifying opportunities to leverage technology, automation, and responsible AI to improve efficiency and the employee and manager experience.
Working closely with People & Culture leadership, Operations, Finance, Payroll, IT, Talent Acquisition, and Enterprise partners, the Director will translate business priorities into practical, sustainable solutions, lead cross-functional initiatives, and build the capabilities required to support Lifemark's continued growth and evolution.
Key Responsibilities:
HR Transformation, Strategy & Operating Model
- Develop and execute a comprehensive HR transformation strategy and roadmap aligned with organizational priorities, business growth, and the evolving needs of the People & Culture function.
- Lead the assessment and optimization of Lifemark's HR operating model, identifying opportunities to strengthen service delivery, accountability, governance, operational efficiency, and employee experience.
- Establish consistent, scalable, and well-controlled HR processes across core employee lifecycle activities, including recruitment, onboarding, employee changes, position management, organizational changes, compensation-related workflows, and offboarding.
- Lead current-state process assessments to identify gaps, duplication, manual workarounds, inefficiencies, and operational or compliance risks.
- Oversee the development and implementation of standardized processes, operating procedures, governance frameworks, controls, and accountability structures.
- Establish mechanisms to monitor process effectiveness, compliance, and adherence to established controls.
- Identify and prioritize opportunities for process simplification, automation, and continuous improvement across People & Culture.
- Lead transformation initiatives associated with organizational growth, acquisitions, integration activities, and evolving business requirements.
- Develop business cases, implementation plans, success measures, and executive recommendations to support transformation investments and priorities.
HR Systems Strategy & Workday Readiness
- Provide strategic and functional leadership for Lifemark's HR systems landscape, ensuring technology capabilities support business requirements, HR operations, data integrity, and employee and manager experience.
- Develop and maintain an HR technology roadmap that balances current operational requirements, system optimization, future-state capabilities, and long-term transformation priorities.
- Lead the development and execution of Lifemark's Workday readiness roadmap, establishing clear milestones, accountabilities, dependencies, risks, and decision points.
- Assess organizational readiness across HR processes, data quality, governance, integrations, reporting, security roles, permissions, change impacts, and operating model requirements.
- Partner with Enterprise HRIS, IT, Payroll, Finance, and other stakeholders to align HR technology priorities, integration requirements, and future-state system design.
- Oversee the prioritization, planning, testing, and implementation of enhancements to existing HR systems, including configuration changes, workflow improvements, reporting capabilities, and process automation.
- Establish appropriate governance and controls for HR system administration, access management, data maintenance, system changes, and issue resolution.
- Identify and address foundational process, data, and governance gaps that may impact the success of future HR technology implementations.
- Lead or support technology assessments, vendor engagement, business case development, solution design, and implementation planning as required.
- Ensure effective change management, documentation, training, and stakeholder readiness for HR system and technology initiatives.
People Analytics, Reporting & Data Governance
- Develop and lead Lifemark's people analytics and reporting strategy, enabling reliable, meaningful, and actionable workforce insights to support business and HR decision-making.
- Establish consistent HR metrics, reporting standards, data definitions, and governance practices across the organization.
- Oversee the development and continuous improvement of HR dashboards, scorecards, and management reporting related to workforce trends, headcount, turnover, recruitment, organizational structures, and other key people metrics.
- Partner with People & Culture, Finance, Operations, and business leaders to identify reporting requirements and translate workforce data into actionable insights.
- Lead initiatives to improve HR data quality, completeness, accuracy, consistency, and accessibility across systems and processes.
- Establish data governance frameworks, ownership, validation processes, and controls to support the integrity and reliability of people data.
- Identify opportunities to strengthen workforce planning, trend analysis, forecasting, and organizational decision-making through enhanced reporting and analytics.
- Support the development of self-service reporting capabilities and standardized reporting tools to improve accessibility and reduce manual effort.
- Ensure appropriate privacy, confidentiality, and data protection practices are embedded into HR reporting and analytics processes.
- Present workforce insights, trends, risks, and recommendations to People & Culture leadership and business stakeholders.
Process Optimization, Automation & Responsible AI
- Lead the identification and prioritization of opportunities to simplify, standardize, and automate HR processes to improve efficiency, scalability, and service delivery.
- Partner with Talent Acquisition to assess and optimize recruitment processes, from requisition intake through candidate selection, offer management, onboarding handoff, and reporting.
- Evaluate opportunities to leverage automation, AI, and emerging technologies to improve HR operations, recruitment effectiveness, reporting, and employee and manager experiences.
- Assess potential AI applications in recruitment and HR operations, including workflow automation, candidate communications, scheduling, reporting, document creation, and knowledge management.
- Partner with Legal, Privacy, IT, Enterprise teams, and People & Culture leadership to ensure technology and AI recommendations align with organizational policies, ethical standards, privacy requirements, and applicable legislation.
- Lead the implementation of approved process improvements, including change management, stakeholder engagement, training, and measurement of outcomes.
- Establish performance indicators and continuous improvement mechanisms to evaluate operational efficiency, process effectiveness, and transformation benefits.
Leadership, Governance & Stakeholder Partnership
- Provide strategic leadership across HR transformation, systems, and people analytics, ensuring alignment with People & Culture priorities and broader organizational objectives.
- Lead, coach, and develop a high-performing team, establishing clear priorities, accountability, performance expectations, and development opportunities.
- Build team capability and promote a culture of collaboration, innovation, continuous improvement, and strong internal customer service.
- Establish effective governance structures, project oversight, and prioritization processes to ensure the successful delivery of strategic and operational initiatives.
- Manage competing priorities, resources, project dependencies, and risks to ensure timely and high-quality execution.
- Serve as a trusted advisor to the Vice President, People & Culture and HR leadership team on transformation opportunities, HR technology, workforce analytics, and operational effectiveness.
- Build strong partnerships with Operations, Finance, Payroll, IT, Legal, Talent Acquisition, and Enterprise teams to ensure coordinated and sustainable solutions.
- Lead cross-functional working groups, stakeholder discussions, and executive presentations to drive alignment, resolve issues, and support decision-making.
- Champion change management and adoption strategies to ensure successful implementation of new processes, technologies, and ways of working.
What we're looking for:
- University degree in Human Resources, Business Administration, Information Systems, Organizational Development, or a related discipline; an equivalent combination of education and experience will be considered.
- Minimum of eight (8) to ten (10) years of progressive experience in HR transformation, HR operations, HR systems, people analytics, or related HR leadership roles, including demonstrated experience leading complex initiatives and teams.
- Proven experience developing and executing HR transformation strategies, technology roadmaps, process improvement initiatives, and organizational change programs.
- Strong understanding of HR operating models, employee lifecycle processes, governance, internal controls, and HR operational best practices.
- Demonstrated experience with HR systems and technology, including system optimization, configuration oversight, integrations, data governance, and reporting.
- Experience leading or preparing for a large-scale HRIS implementation; Workday experience is strongly preferred.
- Strong knowledge of HR data management, workforce analytics, reporting frameworks, dashboards, and HR metrics, with the ability to translate complex data into meaningful business insights.
- Experience leading process mapping, process redesign, standardization, control development, and operational improvement initiatives.
- Demonstrated experience identifying and implementing automation and technology-enabled process improvements.
- Familiarity with AI applications in HR and recruitment, including responsible AI, privacy, compliance, and governance considerations.
- Proven people leadership experience, with the ability to coach, develop, and lead teams through change and transformation.
- Strong project and program management capabilities, including roadmap development, resource planning, risk management, stakeholder engagement, and executive reporting.
- Excellent analytical, problem-solving, and strategic thinking skills, with the ability to balance long-term transformation priorities with day-to-day operational requirements.
- Strong communication, presentation, and influencing skills, with demonstrated ability to build relationships and drive alignment across senior leadership and cross-functional stakeholders.
- Experience working in a complex, multi-site, national, or matrixed organization, preferably within a high-growth or evolving business environment.
- Experience in healthcare, professional services, or a regulated environment is considered an asset.
- Experience with organizational integrations, acquisitions, or large-scale change initiatives is considered an asset.
- Relevant certifications in project management, change management, HR technology, or process improvement are considered assets.
What Will Make You Successful
You are a strategic and hands-on leader who combines a strong understanding of HR operations with expertise in transformation, technology, and analytics. You are comfortable navigating ambiguity, challenging existing processes, and translating complex business needs into practical, scalable solutions.
You bring strong business judgment, analytical thinking, and a collaborative leadership style. You can move effectively between long-term strategy and operational execution, build trusted relationships across the organization, and lead teams and stakeholders through meaningful change.
You are passionate about improving how HR operates, leveraging data to drive better decisions, and creating the foundations for sustainable transformation.
Our Perks:
- Have access to a yearly education re-imbursement fund
- Receive a 30% discount from Shoppers Drug Mart purchases
- Contribute to an Employee Stock Ownership Plan (ESOP) with employer matching percentage
- Have paid vacation as well as wellness days
- Have a choice to enroll in our Health and Dental Flex Life Benefits
- Access to Employee Assistance Program
Inclusion
We are committed to creating an inclusive environment where people from all backgrounds can thrive. Improving inclusion and equity is a collective responsibility. Lifemark promotes equal employment opportunities for all job applicants, including but not limited to those self-identifying as a member of the employment equity groups: Indigenous peoples, Newcomers to Canada, Women, and Visible minorities.
Accommodation
Accommodations are available on request for all candidates taking part in any aspect of the recruitment and selection process. Email us at Talentatlife
