At Mace, our purpose is to redefine the boundaries of ambition. We believe in creating places that are responsible, bringing transformative impact to our people, communities, and societies across the globe. To learn more about our purpose, culture, and priorities, visit our strategy site.
Within our consult business we harness our unique combination of leading-edge practical expertise and project delivery consultancy to unlock the potential in every project.
The Project: Mace is seeking an experienced Workforce Optimization and Organization Design Manager to support a major technology-enabled transformation program for a confidential government organization.
This multi-year program will help a large public-sector organization transition to new ways of working as it modernises its technology, processes, operating model and workforce capability across business functions, operations, finance, customer channels, retailers, service providers and third-party partners.
Working within an integrated transformation and organizational change management team, you will own the workforce and organization design thread, translating strategy, process redesign and system impacts into role change heatmaps, future-state accountabilities, capability gaps, organization design inputs, workforce transition actions and sustainment requirements.
The role may require working up to five days per week on site in a government organization office environment, directly with client leaders, HR / People teams, business SMEs, operational teams, process teams, technology partners and change delivery teams.
Our Values:
Safety first – Going home safe and well
You will support a healthy, inclusive and psychologically safe transition by helping leaders and teams understand changes to roles, responsibilities, accountabilities and ways of working.
You will reduce uncertainty and change fatigue through clear role impact analysis, heatmaps, workforce transition actions and practical manager guidance.
You will identify where role ambiguity, capability gaps, capacity pressures or unclear decision rights may create delivery, operational or adoption risk.
You will support inclusive workforce planning by considering stakeholder groups, working environments, capability levels, accessibility needs and operational constraints.
Client focus – Deliver on our promise
You will own the workforce and organization design thread across the transformation, ensuring workforce impacts are clearly understood, documented, managed and translated into practical action.
You will translate transformation strategy, process redesign and system functionality into workforce impacts by function, role, stakeholder group and release wave.
You will develop role change heatmaps showing the level and nature of change to accountabilities, decision rights, system usage, process responsibilities, workflows, handoffs, governance and ways of working.
You will assess current-state roles, accountabilities, governance interfaces and cross-functional working arrangements to identify gaps, duplication, ambiguity and transition risks.
You will define future-state role implications, accountability statements, RACI inputs, interaction models and role profile updates where material change is identified.
You will provide organization design input on whether team structures, governance forums, reporting lines, decision rights, escalation routes and interface models support the future operating model.
You will identify skills and capability gaps created by the transformation, providing structured inputs into training needs analysis, role-based learning pathways, manager enablement and capability uplift planning.
You will support workforce transition planning, including interim ways of working, handover requirements, knowledge transfer, role readiness, manager actions and sustainment activities.
You will maintain workforce risk inputs covering role ambiguity, capability gaps, critical-role dependency, resource constraints, capacity pressures, adoption barriers and sustainment risks.
You will provide workforce and organization design input into readiness assessments, adoption dashboards, leadership briefings, manager enablement sessions, training planning and hypercare support.
You will support release-specific workforce impact refreshes during deployment, ensuring role impacts remain current as process, technology or operating model decisions evolve.
Integrity – Always do the right thing
You will ground workforce and organization design recommendations in approved strategy, process, technology, operating model assumptions and stakeholder evidence.
You will raise risks early where role ambiguity, unclear decision rights, capability gaps, workload pressures or key-person dependencies may affect adoption or continuity.
You will ensure role changes are escalated for HR / People team review, client approval, employee consultation or organization design governance where required.
You will keep workforce documentation accurate, traceable and aligned to change, readiness, learning and sustainment activities, while focusing on practical changes that support adoption and performance.
Create opportunity for our people to excel
You will help leaders, managers, change, learning and business teams understand role and capability impacts so they can provide targeted support through the transition.
You will support knowledge transfer and reusable workforce tools, including impact templates, heatmaps, role profiles, RACI inputs, manager guidance and transition checklists.
You will promote integrated delivery across transformation, process, technology, change, learning and workforce teams while building sustainable internal capability.
You’ll Need To Have:
Minimum 6 years of experience in workforce transformation, organization design, operating model design, workforce planning, HR transformation, change management, or business transformation initiatives.
Experience supporting technology-enabled change, digital transformation, process redesign, operating model change, or major system implementations.
Proven ability to translate process, system, and operating model changes into role impacts, workforce implications, accountabilities, decision rights, and future-state ways of working.
Experience developing workforce impact assessments, role change heatmaps, RACI matrices, job profile updates, capability gap assessments, and workforce transition plans.
Strong understanding of organization design principles, including governance structures, role clarity, decision rights, interaction models, and operating model alignment.
Experience collaborating with HR, business, process, technology, change, and learning teams to align workforce outcomes with transformation objectives and implementation requirements.
Strong analytical and facilitation skills, with experience identifying capability gaps, conducting role impact workshops, developing workforce transition plans, and supporting deployment, go-live, hypercare, and sustainment activities.
Note: The estimated salary for this position is 130,000 - 150,000 CAD. Starting salary may vary based on permissible, non-discriminatory factors such as experience, skills and qualifications.
Mace is an inclusive employer and welcomes interest from a diverse range of candidates. Even if you feel you do not fulfil all the criteria, please apply as you may still be the best candidate for this role or another role within our organization.
We are also open to discussing part time, flexible, and hybrid working options if suitable with-in the role.
