Senior HR Consultants

The Chief Electoral Officer of Canada (CEOC), an agent of Parliament, exercises general direction and supervision over the conduct of elections and referendums at the federal level. The CEOC heads the Office of the Chief Electoral Officer, commonly known as Elections Canada. Elections Canada has embarked on a digital transformation that will be implemented in 2028. It is called Digital Enterprise 2028. Its purpose is to align its business needs, leverage enterprise services and consolidate its data to deliver timely electoral services by 2028. The 2028 Digital Enterprise has four outcomes: Elections Canada has access to reliable data to understand the needs of Canadians and make informed business decisions; Elections Canada's services and tools are responsive to user needs and accessible virtually to all stakeholders; Elections Canada's processes and systems are flexible and can meet changing business requirements; Elections Canada is the official source of information on the electoral process for Canadians. Digital Enterprise 2028 In support of Enterprise 2028, the HRB needs to increase its strategic capacity to support the Agency in: Integrated human resources strategies to support the 2028 Digital Enterprise Champions Training and workforce development strategies to shape a digital and data management culture among Agency employees Recruitment and talent management strategies that enable the creation of a job hub providing managers involved in the 2028 digital enterprise with a skilled workforce to perform the work required, while ensuring continuity of the Agency's ongoing operations Organizational structure and classification to align organizations with new business processes and needs generated by the 2028 digital enterprise HRB’s digital transformation As part of the digital transformation, HRB must also transform itself and go digital. It must rethink its business model and reconsider certain paradigms. The need for rapid adaptation within the Agency is pushing HRB to undertake a transformation in its management practices in order to bring more coherence to the human resources management system and to make its processes more concrete, linked to employee performance and Agency priorities. In this context, the HRB must increase its strategic capacity to support the HRB management team in implementing its digital transformation and implementing the vision developed in the Future of Human Resources document, which is based on a competency-based approach supported by a BI system.