Status: Full time, Permanent
Schedule: Monday – Friday
Number of positions: 1 
Internal Application Deadline: 28 July 2025

Position Overview

The Senior Consultant, HR Process & Compliance plays a critical role in ensuring the integrity, consistency, and effectiveness of HR operations across the organization. This position is responsible for developing and maintaining strong process frameworks, implementing internal controls, conducting audits, supporting compliance initiatives and creating clear, accessible documentation to enable consistent execution of HR processes. The role will also lead the creation of clear and accessible documentation to enable consistent execution of HR processes across functional teams. The Senior Consultant will work closely with cross-functional HR teams—such as Talent Acquisition, Talent Management, HR Systems, Total Rewards, HR Business Partners, and Employee an Labour Relations Services—to ensure alignment, mitigate risks, and continuously improve operational effectiveness. The role has a direct impact on the operational success of the HR function and by extension the broader organization.  

Audit, Compliance & Policy Alignment

Conduct regular and ad-hoc audits of HR processes (e.g., onboarding, terminations, employee changes, leave management, compensation changes) to verify accuracy, policy compliance, and data integrity. Monitor regulatory and policy changes that impact HR processes and collaborate with appropriate teams to update processes accordingly. Prepare audit reports, summarize findings, and recommend practical remediation steps. Collaborating with appropriate HR Teams, support internal and external audits by gathering documentation, summarizing findings, preparing responses, and tracking remediation actions.   Partner with HR teams to support implementation of audit recommendations and create mechanisms to prevent recurrence of issues. Collaborate with Legal, Finance, and IT to integrate compliance and control requirements into broader HR workflows and systems.

Internal Controls & Risk Mitigation

Design and implement effective internal control frameworks to ensure proper authorization, segregation of duties, and data security in HR operations. Collaborate with HR teams to identify operational risks and create action plans to mitigate them. Conduct control testing and review checkpoints to assess effectiveness and ensure consistency. Lead root cause analysis in cases of control breakdown or non-compliance, and document lessons learned

Process Design & Improvement

Partner with HR teams to develop and maintain standardized operating procedures (SOPs) and process documentation for core HR workflows, ensuring they reflect current policies, legal standards, and system capabilities. Identify redundancies, inefficiencies, and gaps via end-to-end process analysis and mapping, and recommend improvements that enhance service quality, reduce risk, and improve user experience. Translate HR policies and legislative requirements into clear, actionable, process steps and controls.   Support automation and system optimization efforts by ensuring process alignment with system functionality. Establish and manage a central repository for SOPs, job aids, and reference documents with clear version control and update cycles.   Contribute Contribute to enterprise HR projects involving process redesign, change management, or system transitions.

Job Aid Development

Develop a standardized framework for the creation and maintenance of job aids to ensure consistency, clarity and alignment with SOPs and process documentation.  Collaboration with SMEs on the creation of user-friendly job aids and quick-reference guides to support HR teams, people leaders and employees in executing compliant processes. Identify training needs based on audit findings, policy changes, or process enhancements and coordinate delivery.

Required Qualifications:

Bachelor’s degree in Business Administration, or a degree in a related field or Human Resources program. 3 to 5 years of progressive experience in HR operations. HR Designation (CCP, CHRL), Lean Six Sigma or equivalent process improvement certification would be an asset. Knowledge of Human Resources best practices and standards, including Employment Standards Act and other relevant legislation. Understanding HR processes including records administration, statutory reporting and regulations. Excellent attention to detail, analytical and interpersonal skills.  Ability to work effectively across teams and influence without authority. Build and maintain collaborative, positive relationships with all stakeholders. Proven success in developing SOPs and Translating policy into operational execution.  Familiarity with HR Systems and documentation tools. Change agent, willing to challenge the status quo through influence. Problem solving skills with ability to apply sound judgment and innovative solutions to challenging issues. Experienced in developing business requirements, process analysis and process Improvement. Business acumen. Excellent verbal and written communication skills.