Competition Number: REQ 7265

**TITLE:**Executive Director, Total Rewards, People Systems and Technology

**DIVISION:**People & Culture

**SALARY:**Payband 14, $146,200 to $171,995

HOURS PER WEEK: 37.5

**LOCATION:**230 Richmond Street East

**WORK MODALITY:**Hybrid

**STATUS:**Full Time Admin

VACANCY: Replacement

**EFFECTIVE DATE:**Immediately

**CLOSING DATE:**Open until filled.

Land****Acknowledgement

George Brown Polytechnic is located on the traditional territory of the Mississaugas of the Credit First Nation and other Indigenous peoples who have lived here over time. We are grateful to share this land as treaty people who learn, work, and live in the community with each other.

Equity Statement

George Brown Polytechnic is committed to creating and sustaining an equitable and inclusive learning and working environment. We encourage and actively seek applications from Indigenous, Black, racialized people, visible minorities, 2SLGBTQIA+ persons, all genders, and persons with disabilities.

GBP Vision

To be a polytechnic renowned for its inclusion, excellence, relevance, impact, and leadership.

Position Description:

Reporting to the Vice-President, People & Culture, the Executive Director, Total Rewards, People Systems & Technology provides strategic and operational leadership for George Brown Polytechnic’s total rewards programs, payroll operations and HR technology functions, serving approximately 1,500 regular full-time and 2,600 non-full-time employees.

Key Responsibilities:

-Lead process optimization across all employee lifecycle activities:

• Create and maintain employee-centred service experiences through enhanced processes related to all aspects of the employee lifecycle to enhance employee equity, inclusivity, accessibility, productivity and satisfaction.
• Partner with P&C program owners to establish user-friendly processes and digital tools that create efficiencies within P&C and for all employees and enable employees and managers to access HR information and services with ease.
• Develop and maintain a comprehensive knowledge base and self-service tools accessible through a service centre. -Modernize the HR operating environment through technology:
• Leverage technology to optimize HR processes, strengthen data management and ensure a unified, streamlined experience for employees and the organization.
• Parter with HR program owners, and gather input from managers and employees, to identify local digital solutions to simplify processes and improve user experience, data accuracy and decision-making.
• Identify opportunities to leverage existing HR and related technology and prioritize system enhancements in partnership with ITS. -Manage employee compensation, benefits and payroll programs:
• Providing strategic oversight of compensation governance, ensuring expert advice and consultative support is available to P&C and to senior leaders.
• Accountable for the governance of job evaluation and salary administration framework, ensuring legal compliance (including Bill 55), financial stewardship, equitable application and transparency.
• Sets direction for annual review of administrator and executive compensation, establishing the approach for market benchmarking and the principles that guide internal and external equity. -P&C Leadership:
• Maintains a high level of staff performance by creating a positive working environment and developing, coaching, evaluating, motivating and training of reporting staff.
• Other related duties as assigned.

Educational and Experience Requirements:

• Four-year degree from a recognized post-secondary institution in a related field.
• Certified Human Resources Professional (CHRP in progress/CHRL and Certified Compensation Professional required) is required.
• Certified Compensation Practitioner (CCP) is required.
• Payroll Leadership Professional (PLP) would be an asset but not required.
• Six Sigma Black Belt is required.
• Minimum twelve (12) years as an experienced Executive Director with well-developed people leadership skills, attention to detail, accuracy, time management, conflict resolution skills.
• 12+ years of progressive HR leadership, including 5+ years with portfolio accountability across Total Rewards, Payroll, and HR technology/people analytics in a complex, multi‑site, unionized environment (public sector or broader public sector preferred). -**Canadian payroll oversight at scale:**operating‑model design (SLAs/OLAs, segregation of duties), retro pay for settlements, year‑end and CRA/T4/T4A compliance, taxable benefits, ROE, incident response and communications—plus tight HRIS‑Payroll‑Finance integration governance. -**End‑to‑end Total Rewards governance:**designing/maintaining job architecture and salary structures (non‑executive scope), market benchmarking, exception governance, pay‑equity analysis and compression/inversion remediation, and policy development. -**HR technology product stewardship:**leading HCM/HRIS portfolios (roadmaps, release governance with blackout windows, go/no‑go criteria, vendor management), major upgrades or implementations, and measurable adoption/service outcomes. -**HR AI/automation literacy:**evaluating HR use‑cases (e.g., case triage, document classification, knowledge assistants), setting human‑in‑the‑loop and privacy guardrails, and guiding Privacy Impact Assessment/Security Threat &Risk Assessment processes with ITS/Privacy. -**Employee‑lifecycle process optimization and service‑centre enablement:**standardizing and simplifying recruitment‑to‑retirement processes, self‑service and knowledge‑centred support, and cross‑functional handoffs (HR–Finance–ITS) timed around academic/payroll change‑freeze windows. -**People leadership:**building and coaching multi‑disciplinary teams (TR, Payroll, HRIS/analytics, service centre), setting standards and measures, and fostering an inclusive, service‑oriented culture. -**Governance, risk, and compliance:**demonstrable mastery of Ontario/Canadian frameworks relevant to the portfolio (e.g., ESA, Pay Equity, AODA/accessibility, MFIPPA/FIPPA, WSIB, pension and disclosure requirements), and familiarity with public‑sector procurement practices.
• Experience working with HR data structures, reporting frameworks, dashboards and compliance reporting requirements.

Skills and Attributes:

• Advanced knowledge of HR information systems, payroll systems and enterprise platforms supporting human resources operations (e.g., HRM/HCM systems, ERP platforms and related integrations). Demonstrated ability to manage and optimize HR technology environments, including system configuration/optimization, data governance, reporting tools and analytics capabilities.
• Strong analytical and data interpretation skills, with the ability to translate complex workforce, compensation and payroll data into meaningful insights that support operational decision-making and institutional planning.
• Skilled in project management, conflict resolution, creative problem solving, interpersonal and communication skills.
• Broad leadership skills managing a diverse team of experienced individuals.
• Excellent collaboration and teamwork skills at a professional level.
• Demonstrated commitment to uphold the Polytechnic’s priorities on diversity and equity.

Interview process may consist of a practical skills component.

Notes:

• The Polytechnic requires proof of degrees, credentials, or equivalencies from accredited regional or federal post-secondary institutions and/or their international equivalents. Credentials may require validation at the time of interviews or offer.

About Us:

George Brown Polytechnic prides itself on educating students through real-world learning, in the heart of Toronto. Our faculty and employees make this vision a reality, and we support them by making George Brown a great place to work. See why we are consistently ranked as one of GTA’s top employers.

Why work here?

George Brown Polytechnic offers hybrid work opportunities, a competitive pension plan, generous holiday and vacation time, a tuition assistance program, discounted rates for employees taking Continuing Education courses, and an equitable work environment where everyone matters.

George Brown Polytechnic is committed to accommodating applicants with disabilities throughout the hiring process, in accordance with the Accessibility for Ontarians with Disabilities Act (AODA). Candidates who require accommodation in the hiring process may contact TalentAcquisition@georgebrown.ca confidentially.

Notice Regarding Employment Postings and Recruitment Fraud

If you become aware of any job postings or employment opportunities advertised on external websites that are not currently listed on George Brown Polytechnic employment website, please report them to hr@georgebrown.ca.

Please note that George Brown Polytechnic maintains a no-fee recruitment policy. At no time will George Brown request payment, fees, or financial information from applicants as part of the recruitment or hiring process.

Applicants are advised to remain vigilant of recruitment-related scams and to rely only on official George Brown communications and postings published on our official employment website.