TRLD-Human Resources Transformation Lead

Salary Range: $95,000.00 To $ Annually

This is a hybrid position based out of our 243 Consumers Rd location in North York, with 4 days per week in office and 1 day remote.

Lifemark Health Group (LHG) is a market leader in customized healthcare solutions. With over 20 years of service excellence, LHG is one of the largest, most trusted, and most comprehensive providers in Canada. As a national healthcare company, LHG employs over 5,000 highly trained clinicians, medical experts and team members in almost 400 locations coast-to-coast and continues to grow both organically as well as through acquisitions.

Lifemark was acquired by Loblaw Companies on May 10, 2022.

The HR Transformation Lead will play a critical role in strengthening Lifemark’s HR operating model and preparing the organization for a future Workday implementation. Reporting to the Vice President, People & Culture, this role will be responsible for documenting current-state HR processes, identifying control gaps, improving process consistency, and ensuring core HR controls are clearly defined, documented, and followed through executed processes.

This role will lead the development and ownership of the Workday readiness roadmap, ensuring Lifemark’s people processes, data, controls, governance, and systems landscape are prepared for successful transformation. The role will also assess current recruitment processes and identify opportunities for optimization, automation, and appropriate use of AI to improve efficiency, candidate experience, compliance, and scalability.

In addition, the Transformation Lead may own minor system configuration changes or process improvements within existing HR platforms to better support operational effectiveness and future Workday readiness.

• Lead the documentation of current-state HR processes across core People & Culture functions, including recruitment, onboarding, employee lifecycle changes, position management, organizational changes, compensation-related workflows, offboarding, and HR operations.
• Identify process gaps, inconsistencies, duplication, manual workarounds, and control risks across existing HR processes.
• Ensure core HR controls are clearly defined, documented, embedded into process flows, and consistently followed by process owners and users.
• Develop and maintain process maps, standard operating procedures, decision matrices, RACI models, control documentation, and supporting governance materials.
• Partner with HR, Payroll, Finance, Legal, Operations, IT, and other stakeholders to validate processes and ensure alignment across functions.
• Establish mechanisms to monitor whether documented controls and processes are being followed in practice.
• Recommend improvements to reduce risk, improve compliance, strengthen governance, and increase process discipline.

• Own and maintain the Workday readiness roadmap for Lifemark’s People & Culture function.
• Assess current-state readiness across process design, data quality, integrations, reporting, governance, roles and permissions, change impacts, and operating model requirements.
• Identify key dependencies, risks, decisions, and milestones required to prepare for a future Workday implementation.
• Partner with internal stakeholders to prioritize readiness activities and ensure progress against the roadmap.
• Support future-state HR process design principles to enable standardization, scalability, and effective system implementation.
• Identify and help resolve foundational issues that may impact Workday implementation success, including inconsistent processes, unclear ownership, data quality concerns, and control gaps.
• Serve as a key People & Culture transformation lead, helping translate business needs into practical, scalable HR solutions.
• Support business case development, implementation planning, vendor engagement, and discovery activities related to future HR technology transformation, as required.

• Review current-state recruitment processes from requisition intake through offer, onboarding handoff, and reporting.
• Identify…