Senior IT Workforce Architect – 18-month contract

OLG

Senior IT Workforce Architect leading workforce planning and development strategies at OLG. Focused on evolving skills and capabilities aligned with business priorities and emerging technologies.

Posted 7/16/2026contractToronto • 🇨🇦 CanadaSenior💰 CA$95,200 - CA$142,800 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in workforce planning, talent management, and learning and development within technology-driven environments, with a focus on building capability roadmaps and driving organizational readiness for emerging technologies. Proven ability to lead initiatives that enhance employee engagement, inclusion, and leadership development aligned with strategic business priorities.

Highest-signal resume keywords

Workforce PlanningTalent ManagementLearning And DevelopmentOrganizational Change ManagementAI Workforce Readiness

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce Strategy DevelopmentCapability Roadmap CreationSuccession PlanningJob ArchitectureSkills-Based Workforce PlanningCareer Development FrameworksUpskilling InitiativesReskilling InitiativesWorkforce Insights AnalysisOrganizational Effectiveness

Soft Skills

Leadership DevelopmentCollaborationChange ManagementEmployee EngagementStrategic Thinking

Industry Keywords

Emerging Workforce TrendsTechnology-Driven EnvironmentsWorkforce Readiness PracticesTalent Pipeline DevelopmentOrganizational Readiness

About the role

Key responsibilities & impact

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.

Requirements

What you’ll need

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.

Benefits

Comp & perks

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.