Program Manager, HR Policy and Experience (12- month contract)

Job Title: Program Manager, HR Policy & Experience

Reports to: VP, Talent & Organizational Capacity

Role Type: Full-time, temporary (12-month) position

Location: 7000 Pine Valley Drive, Woodbridge ON (Hybrid, 2-3 days in-office)

Compensation Range: $120,000-$140,000 p.a. Actual salary will be based on the individual candidate’s credentials and experience.

The role

Colleagues should be able to find clear answers to their HR questions without having to chase someone down. Our new HR policies are designed to give them that: one consistent set of answers, in one central place.

As Program Manager, you’ll make that real. You’ll plan the rollout, explain the changes in plain terms to managers and colleagues, and build the policies hub on our intranet. You’ll also make sure our HR systems support the new ways of working, for both permanent colleagues and our locum veterinarians, whose workflows differ in some places.

What you'll do

• Build and run the rollout plan for each policy: who hears what, when, and how we know it landed
• Turn policy language into clear, practical guidance for managers and frontline teams
• Launch a new policies hub on our intranet and set up how it stays current
• Work with our Senior HR Managers, who know the clinics best, to introduce policies in the field and prepare them for questions
• Map today’s workflows against the new policies and tell our HRIS team what needs to change. Stay involved through their build and testing, and support the communication when updates go live
• Keep one master tracker of every policy: status, owners, dates. Flag risks early, with a recommendation attached
• Document the workflows and decisions so the work continues after your contract ends

What success looks like after 12 months

• Every in-scope policy has a working process, a home on the hub, and a completed rollout
• Managers and leaders can explain why things changed, not only what changed
• Someone has a clear handoff to take over policy operations
• Every HRIS recommendation is logged, prioritized, and tracked to a decision

About you

• You have 10+ years of progressive HR experience, including leading programs or projects from plan to delivery
• A CHRL designation (or eligibility). A PMP or Prosci certification is an asset
• You’ve kept a cross-functional project on schedule without being anyone’s manager
• You get people on board through influence, not authority
• You’re comfortable starting with some ambiguity and then building the structure
• You can turn a business need into a clear request for a systems team
• Experience with change in a workforce that isn’t at desks (clinics, field teams, shift work) is a strong asset

Living Our Values Through Leadership                                                                                                                                      

This role is more than a checklist of accountabilities - it’s a reflection of how we show up as leaders in our practice, with our teams, and across our network. The table below highlights how this role brings our values to life through everyday leadership behaviours that build trust, drive performance, and foster a culture of care and collaboration.

These behaviours are not extras, they are core to how we deliver excellent patient and client care, inspire our people, and build a stronger network together.

Our Values guide what we stand for. Our Leadership Behaviours define how we bring those values to life in practice, every day, in every role.

Our Values

We Care

We Dare

We Share

We care for animals and people, keep our promises, treat each other with decency and respect.

We dare to innovate, encourage entrepreneurial thinking and identify opportunities to succeed in a changing world.

We share knowledge, best practice and make decisions based on trust, dialogue, commitment and engagement.

Our Leadership Behaviours

Value

The Why

Behaviour

The How

Behaviour Definition

What it looks like

How This Role Brings It to Life

We Care

Motivating

Show self-belief, build strong teams, motivate others to reach their potential.

Coaches and supports team members through change, providing clarity, encouragement, and recognition.

We Care

Resilient

Effectively manage their own well-being and that of others, quickly recover from challenges, and learn from mistakes.

Remains steady under pressure, adapts to challenges, and supports team well-being during periods of change.

We Dare

Results-driven

Relentlessly seek to improve business performance, act decisively, drive progress through clear expectations.

Sets clear expectations, follows through on commitments, and drives timely, high-quality outcomes.

We Dare

Lead for the future

Balance the perfect and pragmatic, prioritize long-term progress, drive sustainable innovation.

Improves HR practices and ways of working to support sustainable, scalable results.

We Share

Humble

Act with integrity, earn trust through transparency, pursue personal development.

Acts with integrity, seeks feedback, and demonstrates a commitment to continuous learning.

We Share

Collaborative

Stretch outside their own area of expertise to drive performance, happy to learn from others, inspire teams through great communication.

Works openly with peers and partners to align efforts and deliver shared outcomes.