Human Resources Transformation Lead

Lifemark Health Group; Toronto; Hybrid; CAD 120,000 - 160,000; Full time

Benefits offered by this job

Yearly education reimbursement

30% Shoppers Drug Mart discount

ESOP with employer matching

Paid vacation and wellness days

Health and Dental Flex Benefits

Employee Assistance Program

Job summary

Lifemark Health Group is seeking an HR Transformation Lead to strengthen our HR operating model and lead Workday readiness efforts for future implementation. You will document current-state processes, assess data quality, and drive governance across People & Culture functions.

You will also optimize recruitment workflows and explore AI-enabled improvements. Collaborating with Payroll, Finance, Legal, IT, and Operations, you will shape our HR strategy, drive process discipline, and deliver

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related discipline.
• 7+ years of progressive experience in HR transformation, HR operations, or HR project leadership.
• Experience supporting or preparing for HRIS implementation; Workday experience strongly preferred.
• Strong understanding of core HR processes, controls, governance, and employee lifecycle activities.
• Experience documenting processes, designing controls, SOPs, and improving HR operational discipline.

Responsibilities

• Document current-state HR processes across core People & Culture functions including recruitment, onboarding, lifecycle changes, and HR operations.
• Identify gaps, inconsistencies, and control risks; define and embed core HR controls.
• Develop process maps, SOPs, decision matrices, RACI models, and governance materials.
• Partner with HR, Payroll, Finance, Legal, IT to align processes across functions.
• Own the Workday readiness roadmap and ensure data quality, governance, and system readiness.
• Identify opportunities for AI in recruitment and HR process optimization; support implementation.

Skills

HR transformation leadership

HR operations optimization

Process improvement

Project management

Stakeholder engagement

Workday experience

Recruitment operations

AI in HR

Education

Bachelor’s degree in HR/Business

Tools

Workday

Job description

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 HR Transformation Lead will play a critical role in strengthening Lifemark’s HR operating model and preparing the organization for a future Workday implementation. Reporting to the Vice President, People & Culture, this role will be responsible for documenting current-state HR processes, identifying control gaps, improving process consistency, and ensuring core HR controls are clearly defined, documented, and followed through executed processes.

This role will lead the development and ownership of the Workday readiness roadmap, ensuring Lifemark’s people processes, data, controls, governance, and systems landscape are prepared for successful transformation. The role will also assess current recruitment processes and identify opportunities for optimization, automation, and appropriate use of AI to improve efficiency, candidate experience, compliance, and scalability.

In addition, the Transformation Lead may own minor system configuration changes or process improvements within existing HR platforms to better support operational effectiveness and future Workday readiness.

Key Responsibilities

• Lead the documentation of current-state HR processes across core People & Culture functions, including recruitment, onboarding, employee lifecycle changes, position management, organizational changes, compensation-related workflows, offboarding, and HR operations.
• Identify process gaps, inconsistencies, duplication, manual workarounds, and control risks across existing HR processes.
• Ensure core HR controls are clearly defined, documented, embedded into process flows, and consistently followed by process owners and users.
• Develop and maintain process maps, standard operating procedures, decision matrices, RACI models, control documentation, and supporting governance materials.
• Partner with HR, Payroll, Finance, Legal, Operations, IT, and other stakeholders to validate processes and ensure alignment across functions.
• Establish mechanisms to monitor whether documented controls and processes are being followed in practice.
• Recommend improvements to reduce risk, improve compliance, strengthen governance, and increase process discipline.

Workday Readiness & HR Transformation

• Own and maintain the Workday readiness roadmap for Lifemark’s People & Culture function.
• Assess current-state readiness across process design, data quality, integrations, reporting, governance, roles and permissions, change impacts, and operating model requirements.
• Identify key dependencies, risks, decisions, and milestones required to prepare for a future Workday implementation.
• Partner with internal stakeholders to prioritize readiness activities and ensure progress against the roadmap.
• Support future-state HR process design principles to enable standardization, scalability, and effective system implementation.
• Identify and help resolve foundational issues that may impact Workday implementation success, including inconsistent processes, unclear ownership, data quality concerns, and control gaps.
• Serve as a key People & Culture transformation lead, helping translate business needs into practical, scalable HR solutions.
• Support business case development, implementation planning, vendor engagement, and discovery activities related to future HR technology transformation, as required.

Recruitment Process Optimization & AI Opportunities

• Review current-state recruitment processes from requisition intake through offer, onboarding handoff, and reporting.
• Identify opportunities to improve recruitment efficiency, hiring manager experience, candidate experience, process consistency, and compliance.
• Assess opportunities for appropriate AI use within recruitment, including screening support, job description creation, candidate communications, interview scheduling, reporting, workflow automation, and knowledge management.
• Partner with Talent Acquisition, Legal, Privacy, IT, and People & Culture leadership to ensure any AI recommendations are responsible, compliant, ethical, and aligned with organizational governance expectations.
• Recommend process and technology improvements that reduce manual effort, improve quality of hiring data, and support scalable recruitment operations.
• Support implementation of approved recruitment process improvements, including documentation, change management, training, and measurement.

Systems, Configuration & Continuous Improvement

• Identify minor system configuration improvements or enhancements within existing HR systems that support improved process execution and Workday readiness.
• Partner with HR systems, IT, and vendors to support small-scale configuration changes, workflow updates, data clean-up activities, or reporting improvements.
• Ensure any system changes are aligned with process documentation, controls, and future-state Workday readiness objectives.
• Develop practical tools, templates, dashboards, and reporting mechanisms to support HR process governance and transformation progress.
• Promote a continuous improvement mindset across People & Culture by identifying opportunities to simplify, standardize, and automate work.

Stakeholder Engagement & Change Management

• Work closely with People & Culture leaders and functional process owners to understand pain points, align on priorities, and drive transformation outcomes.
• Facilitate workshops, process discovery sessions, control reviews, and readiness planning meetings.
• Build strong relationships with cross-functional partners, including Payroll, Finance, IT, Legal, Operations, and business leaders.
• Support change management activities related to process updates, control implementation, system improvements, and Workday readiness activities.
• Communicate complex process and systems concepts in a clear, practical, and business-focused manner.

Key Deliverables

• Current-state HR process inventory and process maps.
• Documented HR controls framework for core People & Culture processes.
• Standard operating procedures and governance documentation.
• Workday readiness roadmap, including milestones, risks, dependencies, and priorities.
• Recruitment process optimization assessment.
• AI opportunity assessment for recruitment and HR process improvement.
• Data, process, and control readiness recommendations.
• Minor HR system improvement or configuration plans, where applicable.
• Progress reporting for the VP, People & Culture and relevant leadership stakeholders.

What we're looking for

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Information Systems, or a related discipline.
• 7+ years of progressive experience in HR transformation, HR operations, HR systems, process improvement, or HR project leadership.
• Experience supporting or preparing for an HRIS implementation; Workday experience is strongly preferred.
• Strong understanding of core HR processes, controls, governance, and employee lifecycle activities.
• Experience documenting processes, designing controls, developing SOPs, and improving HR operational discipline.
• Experience with recruitment operations, talent acquisition processes, and recruitment technology optimization.
• Familiarity with AI use cases in HR or recruitment, with an understanding of responsible AI, privacy, compliance, and governance considerations.
• Experience partnering with cross-functional teams such as Payroll, Finance, IT, Legal, and Operations.
• Project management or transformation experience, including roadmap development, milestone tracking, issue management, and stakeholder engagement.
• Experience in healthcare, multi-site operations, or complex matrix organizations is an asset.

Success Measures

• Establish a clear and complete view of Lifemark’s current-state HR processes.
• Ensure core HR controls are documented, understood, and followed.
• Improve consistency, compliance, and governance across HR operations.
• Deliver a practical and actionable Workday readiness roadmap.
• Identify and advance meaningful recruitment optimization and AI opportunities.
• Reduce process complexity and manual workarounds.
• Strengthen organizational readiness for a future Workday implementation.
• Build confidence among People & Culture and cross-functional stakeholders in Lifemark’s HR transformation path.

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 Talentatlifemark.ca