Greater Toronto Area (Hybrid) 3 days on site Language: Excellent written and verbal English communication skills required 12-Month Contract Full time Senior Consultant, People Strategy & Operations to provide VP-level leadership and strategic oversight for a dynamic, national organization. This is a high-impact, 12-month consulting opportunity for an experienced HR executive who brings a strong combination of operational leadership, financial acumen, compensation expertise, and strategic transformation experience. This role requires a commercially minded HR leader who can operate independently, confidently oversee complex compensation programs, and translate financial and workforce data into actionable business recommendations. You'll play a critical role in overseeing management incentive compensation (MIC), strengthening compensation governance, advancing pay equity initiatives, and driving talent development and organizational effectiveness. The ideal candidate is equally comfortable managing the operational demands of an established HR function and leading strategic initiatives that require executive-level judgment, strong prioritization, and cross-functional collaboration. You'll have the opportunity to lead an established People and Learning Enablement function, partner with senior executives, and drive meaningful enterprise-wide initiatives. This role offers a unique combination of senior-level operational accountability and strategic project leadership, making it ideal for an experienced HR professional who enjoys solving complex business challenges, developing high-performing teams, and delivering measurable results. Senior HR Leadership & Operational Oversight Lead and coach three direct-report managers responsible for a broader team of approximately 23 employees,



establishing clear expectations, accountability, and performance standards. Serve as a trusted advisor to the Vice President, People and other senior executives, providing sound judgment and recommendations on complex people matters. Balance competing operational priorities and enterprise-wide transformation initiatives, ensuring critical deliverables remain on track without compromising day-to-day HR service delivery. Strengthen management effectiveness through coaching, performance feedback, capability development, and proactive problem-solving. Provide senior-level oversight of the organization's compensation programs, ensuring alignment with business objectives, internal equity, market competitiveness, and financial sustainability. Oversee and provide strategic direction to the Senior Compensation Manager, critically reviewing compensation analyses, recommendations, financial models, and proposed program changes. programs, including incentive planning, performance measures, payout calculations, financial implications, and approval processes. Bring demonstrated experience managing MIC processes, with the ability to independently evaluate incentive compensation methodologies, challenge assumptions, identify risks, and ensure program integrity. Analyze compensation costs, trends, and workforce data to identify financial risks, cost implications, and opportunities for improved decision-making.



Provide oversight of compensation structure reviews, salary planning, pay equity compliance, and the implementation of revised compensation programs. Strategic HR Transformation & Enterprise Initiatives Lead organization-wide initiatives related to job architecture, job evaluation,

job description
s, and pay equity, partnering with internal stakeholders and external consultants to ensure consistency, compliance, and internal equity. Partner with business leaders to identify critical roles, strengthen succession pipelines, and align talent strategies with future workforce requirements. Assess payroll governance, process controls, and documentation, identifying opportunities to improve compliance, operational efficiency, and risk management. Establish clear priorities, timelines, ownership, and success measures for concurrent HR initiatives, proactively managing dependencies and competing business demands. Lead change management activities to support the successful implementation and adoption of new HR programs, processes, and organizational practices. Evaluate the strengths, development needs, and effectiveness of the management team, providing actionable coaching and targeted development recommendations. Establish a culture of accountability, ownership, collaboration, and continuous improvement across the People and Learning Enablement functions. Support managers in addressing performance challenges, developing team capabilities, and building sustainable operating practices. Ensure talent development, employee learning, and leadership capability-building initiatives remain aligned with business needs and organizational priorities. Develop and present executive-level dashboards, fi

📌 Human Resources Employee Relations Consultant (Toronto)
🏢 Altis Technology
📍 Toronto