Senior Advisor - Workforce Development | Markham, ON | ID#7257

PTAG is seeking a Senior Advisor to join our growing Workforce Development Practice in Markham, ON. As the practice's first senior delivery hire, you'll lead full-cycle advisory engagements for PTAG's cornerstone Power & Utilities and Data Centre clients (initial named targets include American Electric Power, Dominion Energy, Southern Company, Ontario Power Generation, AESO/TransAlta/Pembina, and BC Hydro/FortisBC).

Role & Responsibilities
This role owns delivery of PTAG's five-phase advisory framework, which translates a client's capital programme into a time-phased, competency-specified labour demand profile, benchmarks their current workforce, designs an optimized sourcing strategy, and builds an integrated workforce plan. It is a highly visible, client-facing role: the person who sits across the table from a utility's capital programme director and answers the two questions the practice exists to answer: can this project accelerate with the right resources, and how can we partner to access those resources at the lowest cost. As the practice's first senior advisory hire, you will also shape how PTAG shows up with clients, from the workshops it runs, to the advisory materials it leaves behind, to the standard every advisor hired after you will be held to.

In this role, you will:

• Lead client engagements across Phases 1-4 of PTAG's advisory framework: demand modeling, current-state workforce assessment (KSBA benchmarking and gap analysis), sourcing strategy design (7Bs framework and talent cost benchmarking), and workforce plan development.
• Serve as the senior client-facing lead on cornerstone Power & Utilities / Data Centre engagements, building trust with capital programme directors and establishing a credible, on-the-ground voice for the practice.
• Design and deliver executive-facing advisory materials and workshops, such as demand profiles, gap analyses and sourcing playbooks, that translate complex workforce data into clear, decision-ready recommendations, and facilitate the stakeholder conversations (process mapping, design workshops, change-impact discussions) needed to build client buy-in for the resulting plan.
• Ground every demand profile and sourcing recommendation in real, competency-level availability data, working closely with the Workforce Intelligence Analyst so every engagement both draws on and feeds the data lake.
• Apply the KSBA (Knowledge, Skill, Behaviour, Attitude) diagnostic framework and NCCER/CII/PMI/AACE-aligned methodologies to distinguish true capacity gaps from capability gaps, and prescribe the right remedy, whether training, sourcing, or role-fit review.
• Support Phase 5 implementation and training-loop delivery on active retainer engagements, in coordination with future Training & Development Specialists.
• Partner with the Practice Lead and BD function during the sales cycle to scope engagements, recommend the right service tier and delivery approach, and set realistic expectations before a proposal goes out.
• Contribute to proposal development and client presentations, and help build PTAG's thought-leadership presence in the Power & Utilities / Data Centre workforce space.
• Feed field experience and client use cases back into the practice to sharpen the advisory framework, the data lake's priorities, and (eventually) the Pillar 2 dashboard roadmap, rather than letting engagement learning stay siloed with one advisor.
• Act as a relationship backstop for the Practice Lead on key cornerstone accounts, reducing single-point-of-failure risk in the practice's first year.
• As additional Senior Advisors join, provide quality oversight and coaching on their engagement work without becoming a bottleneck to delivery.
• Uphold the practice's data capture standards on every engagement so client work systematically builds PTAG's proprietary labour intelligence asset.

Qualifications / Requirements
8+ years of experience in workforce planning, capital-project advisory, or a related capacity/capability planning discipline, ideally within energy, utilities, industrial construction, or large capital programmes, and comfort leading executives through workforce and sourcing trade-offs, not just producing analysis for them.

This role delivers PTAG's own KSBA diagnostic to clients, so its requirements are structured the same way.

Knowledge - what you need to know

• Modern strategic workforce planning practice, and how to guide capital-programme executives through workforce technology and sourcing trade-offs at the 2,000+ employee scale typical of utility clients.
• PTAG's five-phase advisory framework and how KSBA diagnostics distinguish true capacity gaps from capability gaps.
• Competency and credentialing frameworks relevant to capital projects (NCCER, CII, PMI, AACE) and how they map to licensing and skill requirements in Power & Utilities and Data Centre work.
• The 7Bs sourcing framework (Buy, Build, Borrow, Bind, Bounce, Balance, Bot) and talent cost benchmarking principles.
• Workforce transformation dynamics specific to Power & Utilities / Data Centre capital programmes: grid and HV workforce shortages, skills-gap analysis, and the emerging impact of AI and automation on skilled-trades demand.

Skill - what you need to be able to do

• Lead client engagements end-to-end, from scoping a demand profile, benchmarking the current workforce and designing a sourcing strategy, to building an integrated workforce plan, independently and under time pressure.
• Design and facilitate executive workshops and advisory materials that hold up in front of a capital programme director, not just an internal audience.
• Translate complex, competency-level workforce data into a clear, client-ready recommendation.
• Scope and price engagements credibly during the sales cycle, in partnership with BD.

Behaviour - how you operate day to day

• Client-first and consultative: builds trust quickly with senior capital-programme stakeholders, and earns the standing to challenge their assumptions when the data warrants it.
• Rigorous: grounds every recommendation in verified competency-level data rather than convenient assumptions or salary-guide shortcuts.
• Collaborative: works hand-in-glove with the Workforce Intelligence Analyst so every engagement both draws on and feeds the data lake.
• Self-directed under ambiguity: comfortable being one of the practice's first two hires, with limited internal precedent to lean on.

Attitude - why you engage with the work

• Energized by solving a client's hardest workforce problem, not just delivering a polished deck.
• Sees the Power & Utilities / Data Centre workforce crisis as a career-defining market opportunity, not just a mandate.
• Treats every engagement as a chance to strengthen PTAG's proprietary data asset and market position, not a one-off transaction.
• Comfortable being visible as a face of the practice in proposals, workshops, and thought leadership, and takes ownership of that visibility.

Why Join PTAG?
At PTAG, you'll be part of a dynamic, growing consulting firm that values professional development, collaboration, and innovation.

• Opportunity to work on major infrastructure and capital projects.
• Exposure to industry-leading clients and partners.
• Competitive compensation and comprehensive benefits package.
• Flexible work environment and opportunities for advancement.
• A culture that values safety, accountability, and excellence.