Organizational Change Management Lead, Enterprise Time and Attendance System

Job Details

• Job :
  Organizational Change Management Lead, Enterprise Time and Attendance System
• Union:
  Non-Union
• Job Description  #: 7891
• Close date:
  Interested applicants please submit your application online at  by 4:00 p.m. on July 22, 2026.
• Duration:
  Up to 24 months
• Vacancy type:
  New position
• Internal applicants should apply with your work e-mail address. External applicants are considered only after the internal posting process has been completed. Only applicants chosen for an interview will be contacted.

Reporting to the Manager, HR Technology & Analytics, the Organizational Change Management (OCM) Lead will drive end-to-end change strategy and execution for enterprise-wide implementation of Time & Attendance solution (UKG Pro WFM).

The role is responsible for leading and executing the organizational change management strategy to support transformation across the City and its affiliates. Responsibilities include stakeholder engagement, change impact assessment, communications, training, workforce readiness, and adoption monitoring. The OCM Lead will collaborate with HR leadership, Payroll, IT, departmental stakeholders, unions (as applicable), and external partners to ensure successful adoption across a diverse municipal workforce as well as successful transition to new workforce management processes and technologies.

• Lead and execute comprehensive organizational change management strategies, plans, and roadmaps aligned with enterprise Workforce Management transformation.
• Conduct organizational change impact assessments across business units, identifying impacts to scheduling, timekeeping, attendance, payroll, and collective agreements.
• Act as the primary OCM resource to establish stakeholder requirements related to change readiness, adoption, and communications; work closely with sponsors, SMEs, HR, Payroll, IT, and Implementation Partner to support successful deployment.
• Develop and implement stakeholder engagement strategies, including union engagement where applicable, to ensure alignment and minimize resistance.
• Lead stakeholder engagement across a diverse municipal workforce, including frontline staff, supervisors, senior leadership, and union representatives, ensuring transparency and alignment.
• Create and deliver multi‑channel communication plans, materials, and campaigns to support awareness, understanding, and adoption of new workforce management processes and technology for varied employee groups.
• Facilitate stakeholder workshops, town halls, and executive briefings; create clear, accessible messaging for non‑technical and unionized audiences.
• Design and implement role‑based training strategies and programs, including instructor‑led, e‑learning, and user support materials, ensuring end‑user readiness.
• Partner with organizational learning teams to deliver scalable, repeatable training programs.
• Support process improvement initiatives, including business process redesign, user experience improvements, and optimization of workforce management processes.
• Establish change governance frameworks, readiness assessments, adoption metrics, and reporting dashboards to track effectiveness of change initiatives.
• Track and report on key metrics such as adoption, training completion, system usage, payroll accuracy, and other change effectiveness metrics.
• Leverage metrics, dashboards, and reporting tools to monitor project performance and organizational adoption outcomes.
• Lead organizational readiness activities, including surveys, focus groups, and stakeholder interviews; develop mitigation strategies to address resistance and risks.
• Collaborate with project teams to align change management activities with project milestones, ensuring seamless integration of OCM deliverables within overall project plans.
• Serve as a key advisor on change management best practices, providing guidance to leadership and project teams on adoption strategy and workforce transition.
• Support post‑implementation activities including stabilization, adoption tracking, continuous improvement, and sustainment planning.
• Maintain strong internal and external partnerships to support cross‑functional…