Job ID: 66674
Job Category: Human Resources
Division & Section: People & Equity, Business Services, Systems & Insight
Work Location: METRO HALL, 55 John St, Toronto, M5V 3C6
Job Type & Duration: Full-time, Temporary Vacancy, 12 months
Salary Range: $105,241 - $160,649, PSG #TM2381, Wage Grade PTM3.
Shift Information: Monday to Friday, 35 hours per week
Affiliation: Non-Union
Number of Positions Open: 1
Posting Period: 21-Sep-2026 to 05-Oct-2026
The HR Business Intelligence (HRBI) Program is transforming how the City uses HR data, analytics and reporting to support better decision-making. We are seeking a Change Management professional who is curious, people-focused and results-oriented to help drive this transformation.
This role will lead change activities across reporting modernization, analytics and data governance, working at the intersection of people, business and technology. You will translate complex technical changes into clear, meaningful information, understand how stakeholders are impacted, and develop practical strategies, including communications, training and job aids, to support adoption and new ways of working.
In addition to support for change management across the HRBI program, you will also help to lead the implementation and application of the City's Data Accountability framework (governance), building readiness and helping to operationalize it within the People & Equity Division.
What will you do?Strategic Leadership & Subject Matter Expertise
- Act as subject matter expert on change management, advising on effective application of frameworks, strategies, tools and resources to ensure successful implementation and benefits realization.
- Understand and apply change management methodologies, principles, types and stages, and contribute to strategy and implementation planning for the division.
- Research and recommend new opportunities, emerging technologies, tools and methodologies to maintain and improve change management practices.
Stakeholder Engagement
- Support engagement with senior leaders and sponsors to build alignment and secure appropriate sponsorship for successful, sustainable outcomes.
- Bridge HR/business and IT/technical teams, turning technical detail into clear, practical guidance for senior leaders and business users.
- Assess and anticipate organizational and stakeholder readiness, capacity and impacts, asking the right questions to understand how change will affect different audiences; recommend and develop plans to enhance change capacity and capability.
- Design and conduct lessons-learned and other evaluation strategies, recommending process improvements based on learnings.
- Develop a measurement and benefit realization strategy, monitoring performance outcomes and ensuring business users understand not only what is changing, but why it matters and how they need to work differently.
Framework, Training & Capability Building
- Develop, implement and communicate a change management framework for the HR Business Intelligence Program to support consistent practices across projects .
- Lead the design, delivery and evaluation of training programs, communications plans, job aids and other tools to support adoption of new processes, systems and ways of working, meeting the needs of diverse stakeholders and audiences.
- Facilitate and/or contribute to project team development in the area of change management, including project sponsors and leads.
Project & Priority Management
- Manage multiple projects and competing priorities simultaneously, shifting effectively between initiatives as needed.
What do you bring to the role?- Post-secondary education in a relevant discipline (i.e. Business Administration, Strategic Management, Organizational Development) or an equivalent combination of education and/or experience. Formal change management accreditation is an asset.
- Extensive change management experience, implementing transformational projects in a major public or private sector organization, preferably in a unionized environment.
- Experience with data and/or technology projects is an asset.
- Extensive experience developing and executing change management activities including creation of tools and aids (job aids, communication plans), change management processes, engagement and training plans.
- Strong business acumen, with the ability to connect technical changes to business needs and organizational priorities, and to work effectively as a "middle person" across technical teams, HR/business partners, and senior executives.
- Experience working at a strategic level, liaising with stakeholders to identify potential change impacts and ensure change plans are in place.
- Comprehensive knowledge and understanding of the application of change management processes, including complexity, culture, risk, readiness and other assessments, stakeholder identification, analysis and engagement, change communication planning, and training strategy development.
- In-depth knowledge of current change management methodologies, principles, practices, processes, tools and templates.
- Resourcefulness, ability to multitask across multiple projects and priorities, and strong consulting skills, including negotiation, influencing and presentation abilities and the capacity to facilitate small to large groups.
- Ability to work and communicate with senior leaders in an advisory capacity, and to establish, build and maintain collaborative relationships across stakeholders to meet corporate objectives.
- High degree of flexibility and adaptability, comfortable operating in ambiguity and navigating evolving priorities, while remaining a strong executor who can move initiatives forward.
