Job ID: 67671 Job Category: Human Resources Division & Section: Toronto Court Services, Strategic Workforce Planning & Development Work Location: St. Lawrence Market North, 92 Front St. E (Hybrid) Job Type & Duration: Full-time, Temporary (18 month) Vacancy Salary Range: $89,337.00 - $132,880.00 Shift Information: Monday to Friday, 35 hours per week Affiliation: Non-Union Number of Positions Open: 1 Posting Period: 27-Oct-2026 to 10-Nov-2026 Looking to be a part of a dynamic team that supports and helps to implement division goals? Look no further and apply to Toronto Court Services Workforce Consultant position within the Strategic Workforce Planning & Development Unit. Reporting to the Advisor Strategic Workforce Development, as a Workforce Consultant you will coordinate a wide range of workforce and organizational development initiatives, solutions, programs and projects in partnership with People & Equity. In this role, you will design and implement strategies for recruitment and staffing, training and career development, change management, performance and complement management, employee and labour relations, and succession planning. You’ll identify opportunities for improvement, build organizational capability, and provide solutions that enhance employee growth and development- whether through developing training resources, supporting transformation projects, or guiding people leaders with strategies to help their teams succeed. Major Responsibilities: Consultation, Guidance & Support Provides guidance to People Leaders and employees in collaboration with the City's People & Equity division on recruitment, health & safety, employee & labour relations organizational change, competency framework and profile development, complement management, training & development, career planning, and succession planning. Serves as a trusted partner in interpreting policies, procedures, collective agreements, and workforce standards. Implements detailed plans and recommends policies/procedures regarding program specific requirements. Provides input into and administers assigned budget, ensuring that expenditures are controlled and maintained within approved budget limitations. Develops and implements business solutions to support divisional/sectional organizational development efforts, including organizational assessments, change management, communications, workforce planning, employee engagement, workforce and leadership development, business process improvement, and organizational redesign. Ensures that corporate policy and division principles are reflected in workforce business solutions. Data, Reporting & Organizational Excellence Develops, tracks, and maintains workforce reports and records, ensuring accuracy and compliance. Analyzes workforce trends to identify challenges, risks, and opportunities. Conducts research into assigned area ensuring that such research takes into account developments within the field, corporate policies and practices, legislation and initiatives by other levels of government. Develops and implements a process to strategize with stakeholders in the development, planning and forecasting of workforce complement and competency needs for current, short- and long-term business needs. Develops and maintains contact with other organization development professionals and is familiar with current theory and practice in the field. Undertakes research and analysis and makes recommendations relating to workforce and organizational strategies, systems and initiatives. Measure the effectiveness of business solutions to address the workforce issues. Designs, develops, collects and analyzes evaluation data and needs assessment data to create workforce business solutions and/or update appropriate training programs on an ongoing basis. Recommends, designs, re-engineers and facilitates policies, procedures and processes regarding program specific requirements and to support high quality service, continuous improvement and service equity. Ensures the systematic and timely gathering, aggregation and analysis of labour market intelligence on a diverse range of workforce requirements for current and future implications to serve as a basis for resource strategy options and plans. Workforce Planning & Strategy Contributes to the design and implementation of divisional workforce strategies aligned with organizational priorities. Monitors and analyzes staffing levels and workforce demographics to inform data-driven decision making. Supports succession planning initiatives and talent pipeline development to ensure long-term workforce sustainability. Builds strong partnerships and consulting relationships with divisional/sectional management groups and People & Equity to understand business strategy, development needs, deliver services to address human capital needs to achieve continuous improvements. Provides strategic direction on the analysis of workforce issues, short- and long-term planning and the development of related policies and procedures. Recruitment, Onboarding & Retention Coordinates and oversees Division’s job postings, competitions, and selection processes for the division. Oversees pre-boarding and onboarding processes to ensure a positive employee experience. Collaborates with People Leaders to implement recruitment & retention strategies and support employee growth and engagement. Develops innovative ways to meet the resource capacity requirements that attracts and retains the best professionals and talent with the right skills, experiences and competencies in the right jobs at the right time. Learning & Development Support Partners with people leaders and employees to identify training and development needs. Coordinates and supports delivery of workforce learning initiatives, including orientation, skills training and leadership/employee development. Tracks participation, outcomes, and feedback to inform continuous improvement of training & development programs. Supports the integration of learning opportunities into succession planning and career development pathways. Ensures that corporate policy and division principles are reflected in training and organization development strategies and programs. Monitors learning gaps, trends and leading practices to inform talent management decision making and strategy development. Identifies development needs and trends in the organization and recommends and implements a variety of programs and initiatives. Project & Change Management Leads and supports workforce-related projects and initiatives from planning through execution. Applies change management approaches to ensure successful adoption of new programs, processes and systems. Collaborates across teams to co-create solutions that improve organizational effectiveness. Develops and implements execution plans associated with the section/division strategic plans which includes plan development, communication, documentation, delivery, tracking, monitoring and improvements. Leads assigned projects, ensuring effective teamwork and communication, high standards of work quality and organizational performance and continuous learning. Provides leadership in the effective use of consulting concepts, models, analytic frameworks, technologies and tools. Ensures that the project expenditures are controlled and maintained within approved budget limitations. Employee Experience, Engagement & Culture Supports initiatives that focus on the employee experience, fostering engagement, wellness, equity, and inclusion. Partners with people leaders and committees to strengthen divisional culture and recognition practices. Contributes to continuous improvement efforts that promote innovation, collaboration, and positive workplace experience. Travels to various locations as required to conduct divisional business. Key Qualifications Post-secondary education in a discipline pertinent to the position combined with relevant professional experience and affiliations, or equivalent combination of education and experience. Considerable experience in delivering or supporting human resource strategies/services in one or more of the following areas: Recruitment & Selection, Labour Relations, Strategic HR Planning, Training & Organizational Effectiveness and Health & Safety. Experience using a variety of software products such as MS Office Suite, SAP, and Success Factors. Experience interpreting and applying government legislation, applicable collective agreements, and human resources policies and procedures, including the Employment Standards Act, Ontario Occupational Health and Safety Act, Labour Relations Act, Municipal Freedom of Information Act, Human Rights Code, and Accessibility for Ontarians with Disabilities Act (AODA). Experience in project management skills with the ability to initiate, coordinate and/or deliver high-quality project outcomes on schedule, coupled with demonstrated knowledge of change management principles. Experience applying advanced consultation and advisory skills to provide strategic advice and expertise in workforce acquisition, training and development, and/or organizational redesign, while working with stakeholders at all levels of the organization to assess needs and develop and implement effective programs and strategies. Ability to create and implement strategies/processes that support organizational change. Ability to prepare reports and develop presentation materials on various topics. Demonstrated competencies that include highly developed human relations, communications, negotiation, analytical and conflict resolution skills with the ability to handle matters of a confidential/sensitive nature as it relates to management and unionized employees. Strong research and analytical skills and ability to conceptualize and develop options and recommend solutions to support decision making. Ability to work collaboratively in a team environment and also independently with minimal guidance, set priorities, plan and execute tasks. Ability to take initiative and apply best practices to continuously improve processes to enhance service delivery, efficiency and effectiveness. Knowledge of Adult Learning Principles in the development of business learning solutions and applying learning models such as ADDIE. Equity, Diversity and Inclusion 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 . Accommodation 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 .