Range:
95,200.00 - 142,800.00 CAD
Job Description:
Senior IT Workforce Architect (18-months contract)
We are ready to take this game to the next level and need someone passionate to help shape the future of EIT's workforce, ensuring our people, skills, and leadership capabilities evolve alongside changing business priorities and emerging technologies. This role strategically plans and shapes how the workforce evolves by designing workforce strategies, capability roadmaps, learning journeys, talent pipelines, and succession plans that prepare EIT for the future. The successful candidate will lead workforce readiness initiatives from strategy through execution, ensuring employees, leaders, and teams have the skills, support, and opportunities needed to thrive in a continuously evolving environment.
YOUR ROLE IN THE GAME
Reporting to the Sr Director IT Workforce Enablement, you will be empowered to:
- Lead Workforce Planning by assessing current and future workforce capacity and capability needs, identifying gaps, and defining strategic responses through reskilling, redeployment, hiring, succession planning, or transition strategies.
- Own the EIT People Plan by developing and executing workforce strategies that align skills, talent, leadership development, engagement, and inclusion efforts with EIT's strategic priorities.
- Shape Future Workforce Capabilities by building capability roadmaps, and workforce strategies that prepare EIT for emerging technologies, evolving business needs, and changing ways of working.
- Drive AI Workforce Readiness by assessing the impact of AI on roles, skills, and workforce requirements while guiding the evolution of jobs and capabilities needed for the future.
- Lead Learning & Development Strategies by designing and delivering broad-based upskilling and reskilling initiatives that equip employees with the skills, tools, and confidence required for future roles and new ways of working.
- Build Leadership Capability by strengthening People Leaders' ability to lead through change, reinforce accountability, and actively support the adoption of EIT's target operating model.
- Advance Talent & Succession Planning by ensuring continuity of critical roles and capabilities through proactive succession strategies, talent pipeline development, and career growth pathways.
- Drive Job Architecture & Career Development by supporting role design, career pathing, and skills-based workforce planning that enables employees to grow their careers with confidence.
- Strengthen Workforce Engagement & Inclusion by developing initiatives that enhance employee experience, belonging, engagement, and organizational readiness across EIT.
- Enable Organizational Readiness by proactively identifying workforce impacts, preparing leaders and employees for change, and ensuring EIT has the right capabilities to successfully deliver on business priorities.
- Bridge Strategy and Execution by translating workforce insights and future-state workforce plans into practical programs, learning experiences, talent strategies, and measurable outcomes that deliver business value.
WHAT YOU BRING TO THE GAME
Education & Experience:
- Degree in Information Technology, Business, Human Resources, Organizational Development, Adult Education, or a related discipline.
- Strong understanding of workforce planning, talent management, learning and development, and capability-building practices within technology-driven environments.
- Knowledge of job architecture, skills-based workforce planning, career development frameworks, and succession planning methodologies.
- Understanding of organizational change management principles and workforce readiness practices.
- Knowledge of emerging workforce trends, AI impacts on work, and future workforce strategies.
- 5–7 years' progressive experience in workforce planning, talent management, learning and development, organizational effectiveness, or transformation roles within IT or technology-driven environments.
- Experience developing workforce strategies, capability roadmaps, and talent programs aligned to business priorities.
- Demonstrated success leading learning, upskilling, reskilling, leadership development, or workforce readiness initiatives.
- Experience collaborating with senior leaders, People & Culture partners, and technical stakeholders to drive capability development and organizational readiness.
- Experience using workforce insights, skills data, and market trends to inform workforce and talent decisions.
Relevant Skills:
Behaviors
- Collaboration: Builds strong partnerships across EIT, People & Culture, and leadership teams to align workforce initiatives with business priorities and organizational goals.
- Improvement Mindset: Champions continuous improvement by identifying opportunities to strengthen workforce effectiveness, employee experience, and organizational capability.
- Problem Solving: Analyzes workforce challenges, identifies capability gaps, and develops practical solutions that support business priorities and future workforce needs.
Ways of Working
- Works confidently in ambiguity, connecting the dots across complex inputs and translating conceptual direction into practical, actionable plans.
- Considers different lenses and stakeholder perspectives to shape solutions that are thoughtful, balanced, and aligned to enterprise priorities.
- Moves with pace and agility by testing, learning, iterating, and adjusting as priorities, information, and organizational needs evolve.
- Demonstrates a proactive, go-getter mindset by stepping in when needs or opportunities emerge and leading through influence across a broad range of stakeholders.
Empowerment Factors
- Autonomy: Exercises significant ownership and accountability in shaping workforce strategies, talent programs, and capability development initiatives.
- Complexity: Leads complex workforce initiatives involving multiple stakeholders, competing priorities, and long-term organizational impacts.
- Influence: Influences workforce strategy, talent decisions, and leadership priorities through trusted partnerships and data-driven recommendations.
BENEFITS OF JOINING THE WINNING TEAM
- Group Benefits Plan: Eligible employees and dependents have access to comprehensive, employer-paid group benefits coverage (permanent employees only).
- Public Service Pension Plan: Participation in a highly desirable defined benefit pension plan.
- Variable Pay Program: Participation in a performance-based incentive plan that recognizes organizational and individual achievements (permanent employees only).
- Paid Time-Off: Competitive paid time-off provisions to support work-life balance and well-being.
- Growth Focus: Become your best self with access to new opportunities and personalized support programs.
- Comprehensive Learning: 24/7 access to robust online learning programs.
- Equity, diversity, and inclusion: Core to OLG’s culture, empowering employees to bring their authentic selves and make a meaningful impact across Ontario.
To learn more about our organization and other opportunities visit our career site.
We look forward to hearing from you, interested applicants please apply online by July 28, 2026.
Please Note: Unless otherwise specified, all positions are required to work fully onsite.
OLG is an equal opportunity employer. We are committed to providing employment accommodation in accordance with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act. Please contact Human Resources at careers@olg.ca if you require accommodation at any time throughout the hire process.
We welcome applicants from all backgrounds and experiences. If you bring relevant skills and a willingness to learn, we encourage you to apply—even if you don’t meet every listed qualification. We sincerely appreciate your interest; while we are unable to contact everyone, those selected for the next steps will be notified.
We thank you for your interest in this opportunity; however only those individuals selected for an interview will be contacted.
Personal information is collected by the Ontario Lottery & Gaming Corporation (OLG) and/or its third party service provider(s) under the authority of the Ontario Lottery and Gaming Corporation Act, 1999, SO 1999, c 12, Sch L and the Employment Standards Act, 2000, S.O. 2000, c. 41 (as amended) and will be used for the purpose of determining qualifications for employment with OLG and for recruitment modernization initiatives. The information will be managed in accordance with all applicable laws, OLG’s Protection of Privacy Policy (the Policy) and related policies and procedures. For any questions about this collection, please contact careers@olg.ca, 800-70 Foster Drive, Sault Ste. Marie, ON, P6A 6V2.
