MANAGER STRAT BUS & WORKFORCE DEVELOP

• Job ID: 66486
• Job Category: Human Resources
• Division & Section: Children's Services, ChildSvcs Strategic, Business & Fin Svcs
• Work Location: METRO HALL
• Job Type & Duration: 1 Full-Time Temporary (12 month) Vacancy

• Salary Range: $126,000.00 - $176,140.00

• Shift Information: Monday to Friday, 35 hours per week
• Affiliation: Non-Union
• Number of Positions Open: 1
• Posting Period: 10-Aug-2026 to 24-Aug-2025

Job Summary

To provide oversight of the planning, execution, and continuous refinement of core operational activities. The role is accountable for the development, delivery, coordination, and evaluation of recruitment, payroll, employee contracts, HR transactions, employee management, complement, scheduling and staffing related programs, ensuring alignment with divisional and organizational priorities. It ensures rigorous compliance with all health and safety requirements and maintains full adherence to legislative and regulatory obligations established by the College of Early Childhood Educators, the Ministry of Health, the Ministry of Education, and the Ministry of Labour.

The position provides robust operational leadership across a high‑volume, transaction‑intensive service by establishing, standardizing, and enhancing workplans, processes, and service standards that support reliable daily operations. It leads staff in prioritizing and managing competing demands under tight timelines, balancing throughput with accuracy and compliance, and reinforcing the team structures, roles, and accountabilities required for sustained performance.

The role further monitors operational data and service measures, identifies bottlenecks and systemic gaps, and drives improvements that strengthen long‑term operational effectiveness, while ensuring clear coordination and expectation‑setting with Corporate Human Resources and other key divisional partners.

Major Responsibilities:

• Develops and implements detailed plans and recommends policies regarding program specific requirements.
• Manages, motivates and trains the unit's staff, ensuring effective teamwork, high standards of work quality and organizational performance, continuous learning and encourages innovation in others.
• Manages the day-to-day operation of all assigned staff including the scheduling, assigning and reviewing of work. Authorizes and controls vacation and overtime requests. Monitors and evaluates staff performance, approves salary increments and recommends disciplinary action when necessary.
• Develops, recommends and administers the annual budget for the unit, and ensures that the unit's expenditures are controlled and maintained within approved budget limitations.
• Provides expert strategic planning knowledge, advice, executive-level support and professional judgment on performance management issues for the division's senior management team.
• Manages the planning and execution of the divisional strategic planning activities including the annual division-wide strategic planning day and participates as a member of the senior management team to create solutions and guide improvements.
• Provides strategic leadership to grow the organization's relationships with partners, community agencies and stakeholders, specifically with learning and certifying institutions.
• Accountable for cultivating organizational leadership by liaising with others, including Directors, Operations Management and unit staff.
• Oversees the analysis of performance measures and identifies improvements in business processes as it relates to strategic business effectiveness.
• Develops policies and provides leadership and support in the development, implementation and evaluation of policies, strategies and program recommendations.
• Ensures consistent service delivery through all channels and across all Children's Services sections, influencing change as required to maintain and improve effectiveness.
• Responsible for ongoing research and analysis of trends and activities, including forecasting needs and monitoring policy and program activities.
• Analyzes and reports on key operational data that measures effectiveness and efficiencies.
• Initiates the development of new or enhanced reporting systems in order to provide accurate and timely information to division management and to ensure compliance with corporate requirements.
• Develops and guides a strategically focused, customer service centered workforce development strategy for Children's Services and oversees its execution.
• Works closely with the General Manager, Directors and Corporate Human Resources to ensure Children's Services effectively and efficiently manages talent strategies.
• Manages the design, development, delivery, coordination and evaluation of recruitment and training programs and initiatives.
• Provides strategic leadership related to Health & Safety for the Division, in a manner that ensures competence, integrity and effective and efficient compliance with all health and safety requirements and initiatives.
• Ensures the Division and its programs remain in compliance with legislative requirements as they related to the College of Early Childhood Education, Ministry of Education and Ministry of Labour.
• Develops, recommends and administers the annual training and development budget for the division, and ensures that each unit's expenditures are controlled and maintained within approved budget limitations.
• Ensures all documentation and programming required for effective management of staff and volunteers in accordance with City and provincial legislative requirements.
• Maintains linkages with other municipalities, provincial agencies, professional associations and colleges with respect to training related matters.
• Manages the development of scheduling policies and procedures, ensuring that they are implemented in a fair and equitable manner and that they are compliant with the collective agreements, labour laws, and other relevant legislation.
• Coaches' managers on performance management, in consultation with Human Resources provide interpretation of collective agreements; and recommends disciplinary action when required.
• In partnership and consultation with the HR Division, ensures timely and efficient recall/layoff for Local 79 employees.
• Represent the General Manager at bargaining related to the collective agreements and associated letters of intent, memorandums of agreement.

Key Qualifications:

1. Education in Public Administration, Business Administration, Human Resources Management, Organizational Development, Early Childhood Education, or a related discipline, or an equivalent combination of education and experience.
2. Extensive experience providing senior operational leadership in a high‑volume, transaction‑intensive environment with complex service delivery requirements.
3. Extensive experience managing, coaching, and developing multidisciplinary teams — including performance management, talent development, succession planning, and disciplinary processes.
4. Extensive experience leading organizational change, strengthening team structures, and building durable operational foundations.
5. Extensive experience overseeing budget development, financial controls, and resource allocation within approved limits.
6. Demonstrated expertise in strategic planning, including designing, facilitating, and executing division‑wide planning processes and initiatives.
7. Ability to translate strategic priorities into operational plans, policies, and performance measures that drive organizational effectiveness.
8. Strong capability in policy development, program evaluation, and evidence‑based decision‑making.
9. Demonstrated ability to manage complex business processes, workflow optimization, and service‑standard development across multiple operational units.
10. Strong knowledge of health and safety legislation, compliance frameworks, and risk‑management practices.
11. Strong capability to liaise effectively with senior leadership, including Directors, Operations Management, Corporate HR, and external stakeholders.
12. Exceptional ability to provide executive‑level advice, professional judgment, and strategic insight to senior management.
13. High degree of political acuity, discretion, and professionalism in handling sensitive issues.

The City is an equal opportunity employer, dedicated to creating a workplace culture of inclusiveness that reflects the diverse residents that we serve. Learn more about the City's commitment to employment equity.

The City of Toronto is committed to creating an accessible and inclusive organization. We are committed to providing barrier-free and accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Should you require Code-protected accommodation through any stage of the recruitment process, please make them known when contacted and we will work with you to meet your needs. Disability-related accommodation during the application process is available upon request. Learn more about the City's Hiring Policies and Accommodation Process.