We’re searching for a Consultant, Workforce Planning & Organization Design. Are you searching for new possibilities?

Expected Compensation: The expected hiring range for this role is $96,000 to $115,000 based on a 35-hour work week. Actual offered salary will depend on the successful candidate’s qualifications and experience, as well as market conditions for the role and internal equity.

This is a 12-month contract opportunity to play a key role in shaping Westland’s future workforce and organizational structure through strategic workforce planning and organization design.

Westland also offers a competitive annual short-term incentive program that enables employees to share in the rewards of the business and emphasizes the measures that are key to our success.

Westland is committed to continuous learning where employees can grow their potential and write the stories of their careers. Financial assistance is available for approved work-related training/development courses leading to certification, and programs that offer professional development, including seminars and conferences.

Discover what’s possible, with Westland
The Westland story is all about growth, and that means plenty of possibility for everyone on our team. Every day, Westland proves that building a great business means taking care of communities, clients, and each other with equal commitment. As we continue to open new doors, we’re inviting amazing people like you to join us.

As a Consultant, Workforce Planning & Organization Design, you’ll support strategic initiatives that shape Westland’s future workforce and organizational structure. Working at the intersection of business strategy, organizational effectiveness, workforce analytics, and transformation, you’ll help leaders understand how work is changing and determine the roles, skills, capacity, structures, and accountabilities required for the future.

In this role, you’ll lead workforce planning, organization design, and role redesign activities for complex enterprise initiatives. You’ll work closely with business and People & Performance leaders to assess workforce implications, develop future-state scenarios, facilitate complex organizational decisions, and provide practical recommendations that balance business requirements, organizational effectiveness, and employee considerations.

Interested in learning more?
Why you’ll love Westland:

An open, flexible and welcoming workplace

Plenty of opportunities to grow and learn

Autonomy to own your own success

Be part of our inclusive culture, alongside an extraordinarily talented community of people with a wide variety of backgrounds

A total rewards program that takes care of your financial, physical, and mental health

Flexible paid Values Days to celebrate days important to you

Paid Volunteer Days for employees as part of Amplifying Communities, a program to support causes that matter most to our employees

Why we’ll love You:

You have 7 or more years of experience in strategic workforce planning, organization design, organizational effectiveness, management consulting, HR strategy, business transformation, or a related discipline

You have led workforce planning or organization design activities supporting complex, enterprise-level transformation initiatives

You can translate business strategies, operating model changes, process redesign, and technology investments into practical workforce, role,



capability, and structural recommendations

You bring strong knowledge of organization design principles, including accountabilities, decision rights, spans of control, organizational layers, team structures, role clarity, and organizational interfaces

You have experience developing workforce forecasts, scenarios, capacity models, capability assessments, or workforce transition strategies

You have solid consulting and diagnostic skills, with the ability to define ambiguous problems, evaluate options and trade-offs, and develop transparent recommendations

You’re highly analytical and can combine workforce data, business information, and qualitative insights to support effective decision-making

You’re an engaging facilitator and confident presenter who can lead sensitive organization design discussions and executive decision‑making sessions

You’re a trusted relationship builder who can influence without direct authority and respectfully challenge stakeholders at all levels

You can manage multiple priorities while maintaining an enterprise perspective in a complex, matrixed, and evolving organization

You have a degree or equivalent experience in business, human resources, organizational development, industrial or organizational psychology, analytics, finance, or a related field

Experience supporting AI, digital, automation, branch, operating model, or technology-enabled transformation is an asset

Experience in insurance, financial services, retail, or a geographically distributed and branch-based organization is an asset

A certification in organization design, strategic workforce planning, change management, analytics, or management consulting is an asset

Once here, you’ll:

Lead strategic workforce planning activities that support enterprise transformation priorities

Translate business strategies, operating plans, technology investments, and transformation roadmaps into current and future workforce requirements

Assess workforce capacity, capabilities, critical roles, talent supply, and emerging skill requirements

Develop workforce scenarios that consider business growth, changing client needs, technology, automation, AI, productivity opportunities, and changes in how work is delivered

Identify workforce risks, gaps, dependencies, and opportunities, and recommend practical actions to address them

Support workforce decisions related to building, buying, borrowing, redeploying, reskilling, or automating capabilities

Establish consistent frameworks, tools, assumptions, and decision criteria for workforce planning

Lead organization design activities arising from strategic, operational, or transformational change

Assess organizational structures, accountabilities, decision rights, workflows, interfaces, spans of control, organizational layers, and team configurations

Partner with leaders and HR Business Partners to establish organization design principles and develop future-state structural options





Facilitate organization design workshops and decision‑making discussions with senior leaders and cross‑functional stakeholders

Evaluate organization design options against business strategy, client and employee needs, operating requirements, cost, risk, and organizational effectiveness

Develop organization models, accountability frameworks, recommendations, and implementation considerations

Assess how business transformation, process redesign, AI, automation, and emerging technologies may change work, workflows, and roles

Conduct work and role analysis to determine which activities may be introduced, enhanced, consolidated, transferred, redesigned, or discontinued

Define future‑state roles, accountabilities, decision authority, skills, and capability requirements

Identify opportunities to strengthen role clarity, job effectiveness, career pathways, internal mobility, and employee development

Partner with Total Rewards and other People & Performance teams to align role recommendations with job architecture, job evaluation, compensation, and talent practices

Identify reskilling, redeployment, recruitment, and succession implications arising from changes to work or roles

Serve as a workforce planning and organization design advisor for identified enterprise transformation initiatives

Conduct workforce and organization impact assessments and translate findings into practical recommendations

Advise leaders on the people, role, capacity, structure, and capability implications of strategic decisions

Integrate workforce recommendations across related initiatives to identify cumulative impacts, competing demands, and interdependencies

Develop decision materials and present workforce scenarios, trade‑offs, risks, and recommendations to senior leaders and governance groups

Partner with Data & Analytics, Finance, and business leaders to establish reliable workforce baselines and planning assumptions

Analyze workforce composition, capacity, skills, locations, spans and layers, vacancies, attrition, internal mobility, succession, and other relevant organizational indicators

Develop workforce insights, scenarios, visualizations, and decision‑support materials, and identify emerging workforce risks

Establish measures to assess workforce plans, organization designs, and role changes, monitor outcomes, and recommend adjustments as business priorities evolve

Translate approved workforce and organization design decisions into clear implementation requirements, sequencing, dependencies, and transition considerations

Partner across People & Performance, including HR Business Partners, Talent Acquisition, Learning & Development and Total Rewards, as well as Finance, Technology, Data & Analytics, Organizational Change Management, Communications, and the business to support coordinated implementation

Ensure implementation partners have clear information about approved structures, roles, capabilities, timing, and workforce impacts

Identify implementation risks and decision points requiring leadership attention

Maintain appropriate documentation of workforce assumptions, design decisions, recommendations, and approved outcomes

Support post‑implementation reviews to assess whether approved organization changes are achieving their intended outcomes

Capture lessons learned and continually improve Westland’s workforce planning and organization design practices

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📌 Consultant, Workforce Planning & Organization Design (British Columbia)
🏢 Westland Insurance Group
📍 British Columbia