Sr. Director, Workforce, Talent Planning&Organization Design, Richmond Hill

Senior Director, Workforce, Talent Planning&Organization Design Senior Director is a senior leadership role within the Human Resources organization, accountable for building and leading an enterprise Workforce&Talent Planning Center of Excellence. Partners HR Leadership, key business stakeholders and executives to integrate strategic people metrics into decisions on role prioritization, job augmentation, skills, scale, and location strategy (including job repatriation to Canada). Supports the business in redesigning roles, work, and processes for the future, building org design scenarios, and enabling leaders through workforce transitions.

Your Impact Build and lead a Workforce&Talent Planning Center of Excellence in HR. Collaborate with Finance, HRBPs, and business leaders to set up governance, decision forums, operating models, and integrate demand forecasting, skills planning, and scenario modeling.

What the Role Offers

Establish a strategic workforce and talent planning center within HR.

Transform headcount management into a continuous, skills‑ and work‑led discipline, deliver executive‑ready insights linking workforce decisions to cost, capability, risk, and talent outcomes, and lead enterprise‑wide location and workforce deployment strategy.

Model trade‑offs between cost, access to skills, productivity, and employee experience for location decisions.

Ensure location strategy supports long‑term technology talent needs and workforce sustainability.

Partner with IT, Digital, and AI leaders to interpret the enterprise AI roadmap, assess automation and generative‑AI impacts, and collaborate with Total Rewards to redesign job architectures for human‑AI collaboration.

Develop enterprise frameworks for job augmentation, role simplification, and work decomposition; work with HRBPs and business leaders during transformations and operating‑model shifts; quantify AI‑driven workforce impacts on capacity, productivity, role mix, location strategy, and cost; collaborate with People Analytics, Finance, and IT for transparent reporting.

Establish OpenText’s approach to organization design and work design, including role clarity, spans and layers, and operating model effectiveness. Develop simple “fit for purpose” toolkits to stand up this COE.

Implement org‑modeling and scenario‑planning tools, standardize workforce planning and org‑design practices across HRBPs through playbooks and coaching, and provide strategic thought partnership on transformation, growth, and restructuring.

What You Need To Succeed

Extensive experience in workforce planning, talent strategy, organization design, or HR transformation within complex, global organizations.

Ability to build enterprise HR capabilities or COEs from the ground up.

Strong experience partnering with Technology, IT, or Digital organizations on workforce and work design transformation.

Executive‑level influence and consulting skills; ability to advise C‑suite and senior HR leaders.

EEO Statement OpenText's efforts to build an inclusive work environment go beyond compliance. Our Employment Equity and Diversity Policy provides direction on maintaining a working environment that is inclusive of everyone, regardless of culture, national origin, race, color, gender, gender identification, sexual orientation, family status, age, veteran status, disability, religion, or other basis protected by applicable laws.

If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please contact us at .

#J-18808-Ljbffr