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Senior Program Director - Payroll and Compensation Modernization

RBC

Toronto

On-site

CAD 125,000 - 150,000

Full time

3 days ago

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Job summary

A leading financial institution in Toronto is seeking a Senior Program Director for Payroll & Compensation Modernization. This role involves leading a multi-year program focused on transitioning from a legacy payroll system to a modern platform. The successful candidate will drive strategy, oversee program execution, and collaborate with key stakeholders to ensure effective governance and delivery of all objectives within the HR domain. Strong experience in large-scale transformation projects and a deep understanding of HR processes are required for success.

Benefits

Comprehensive Total Rewards Program

Professional development opportunities

Dynamic and high-performing team environment

Flexible benefits package

Qualifications

10+ years of experience leading large-scale transformation programs.
5+ years of senior program leadership experience in HR or Finance.
Direct experience implementing/upgrading HRIS systems.
Strong understanding of HR processes and compliance.
Proven ability to lead large teams in a matrixed environment.

Responsibilities

Lead development of the Payroll & Compensation Modernization program vision.
Partner with HR technology to ensure alignment with business objectives.
Establish program governance and identify key risks.
Manage program execution and delivery, ensuring effective controls.

Skills

Adaptability

Budgeting

Cross-Team Collaboration

Decision Making

Program Management

Team Management

Education

Bachelor’s degree in Business, Human Resources, or related discipline

Master’s preferred

Tools

SAP SuccessFactors

Workday

Oracle HCM

Dayforce

What is the Opportunity?

Senior Program Director, Payroll & Compensation Modernization will lead a multi-year program to modernize the Bank’s core North American Payroll and Global Compensation & Benefits platform - transitioning from a legacy SAP ECC 6 system to a modern solution.

Reporting to the SVP, Talent Services, this role is accountable for the overall program strategy, planning, business case development, approval, governance, and delivery from an HR business perspective. The role will partner closely with HR Technology, which will co‑lead the technical implementation, ensuring alignment between business objectives and system capabilities.

This senior role will initially lead a core team of approximately five professionals to develop the program business case and plan, scaling to a broader cross‑functional team as the program progresses through execution and deployment.

The successful candidate will bring deep experience leading enterprise‑scale HR and ERP transformation programs in complex, regulated environments — with a proven ability to work horizontally, navigate governance, mitigate key program risks, influence senior stakeholders, and deliver sustainable business outcomes.

What will you do?

Program Strategy and Planning

Lead development of the Payroll & Compensation Modernization program vision, business objectives, roadmap, and success measures aligned with the Bank’s people and technology strategies.
Direct current‑state assessment and future‑state HR process design in partnership with HR Centres of Excellence (COEs) and HR Operations.
Build and present the program business case, including cost/benefit analysis, resource planning, and risk assessment, securing necessary approvals.
Establish program governance and engagement models consistent with enterprise standards and HR Transformation governance.
Identify key program risks and develop mitigation plans to lower the overall risk profile of such a significant transition for payroll.

Program Execution and Governance

Oversee integrated planning, execution, and delivery of the program.
Collaborate closely with Technology partners to ensure alignment of HR business requirements with solution design and delivery.
Engage leadership of relevant HR centres of expertise (e.g., compensation, benefits, pension) and HR Operations and Payroll teams to ensure alignment and engagement as a joint program leadership team.
Ensure effective program controls for scope, schedule, budget, and risk in accordance with enterprise project management frameworks.
Lead program reporting and oversight with senior executives, risk partners, and governance committees.

Leadership and Stakeholder Management

Build and lead a high‑performing program team, including HR business leads, change management specialists, and external partners.
Engage senior HR, Finance, Risk and Technology stakeholders to ensure alignment and commitment across all phases of the program.
Act as a trusted advisor to senior leadership, providing clear insights on progress, challenges, and recommendations.
Foster a culture of accountability, collaboration, and disciplined execution.

Program delivery and change management (starting post program approval)

Ensure program plan incorporates sufficient testing and parallel runs to ensure successful transition of the end‑to‑end compensation to pay process.
Develop business requirements and oversee user acceptance testing (UAT), training, and transition‑to‑operations planning.
Identify opportunities to improve processes, increase level of automation and leverage GenAI to increase efficiency, effectiveness and governance of key processes.
Lead HR change management and readiness activities to ensure smooth adoption and minimal business disruption.
Ensure compliance with enterprise risk, privacy, and security standards throughout the program lifecycle.
Deliver a seamless transition to post‑implementation support and continuous improvement.

What do you need to succeed?

Required:

10+ years of progressive experience leading large‑scale, multi‑year transformation programs, preferably within the financial services sector or a comparable regulated environment.
5+ years of senior program or portfolio leadership experience in HR, Finance, or Enterprise Transformation.
Direct experience implementing or upgrading HRIS systems (e.g., SAP SuccessFactors, Workday, Oracle HCM, Dayforce) across payroll, compensation, and benefits (with a strong preference for legacy SAP systems).
Strong understanding of HR processes and how they integrate across business, technology, and compliance dimensions.
Demonstrated experience in program governance, business case development, and stakeholder engagement at the executive level.
Proven ability to lead and scale large teams and vendor partners in a matrixed environment.
Bachelor’s degree in Business, Human Resources, or related discipline (Master’s preferred).
PMP, PgMP, or equivalent program management certification strongly preferred.

Skills and Attributes

Strategic and results‑oriented leader who can translate complex objectives into actionable plans.
Exceptional stakeholder management and communication skills, with the ability to influence senior executives and governance committees.
Strong financial and analytical acumen, with a disciplined approach to cost management and value realization.
Deep understanding of risk management, data privacy, and regulatory considerations in a banking environment.
Experienced in navigating enterprise change and driving business adoption in large organizations.
Collaborative leadership style that fosters partnership across HR, Technology, Finance, and external vendors.
Ability to manage ambiguity, prioritize effectively, and maintain delivery focus under pressure.

What’s in it for you?

We thrive on the challenge to be our best, progressive thinking to keep growing, and working together to deliver trusted advice to help our clients thrive and communities prosper. We care about each other, reaching our potential, making a difference to our communities, and achieving success that is mutual.

A comprehensive Total Rewards Program including competitive compensation and flexible benefits.
Leaders who support your development through coaching and managing opportunities.
Ability to make a difference and lasting impact.
Work in a dynamic, collaborative, progressive, and high‑performing team.
Opportunities to do challenging work.
Opportunities to build close relationships with clients.

You have the potential to earn more through RBC’s discretionary variable compensation program which gives you an opportunity to increase your total compensation, provided the business meets its performance targets and you meet your individual goals.

RBC’s compensation philosophy and principles recognize the importance of a highly qualified global workforce and plays a critical role in attracting, engaging and retaining talent that:

Drives RBC’s high‑performance culture.
Enables collective achievement of our strategic goals.
Generates sustainable shareholder returns and above market shareholder value.

Inclusion and Equal Opportunity Employment

At RBC, we believe an inclusive workplace that has diverse perspectives is core to our continued growth as one of the largest and most successful banks in the world. Maintaining a workplace where our employees feel supported to perform at their best, effectively collaborate, drive innovation, and grow professionally helps to bring our Purpose to life and create value for our clients and communities. RBC strives to deliver this through policies and programs intended to foster a workplace based on respect, belonging and opportunity for all.

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