HR Consultant - Human Resource Management System (HRMS)

Out-of-scope

Permanent, Full time

Location: Saskatchewan. This position offers a hybrid or remote work option depending on the candidate’s location.

Application Closes: Friday, April 10, 2026

The Human Resource Management System (HRMS) Consultant brings their expertise within the HR specialty assigned (e.g. benefits, time and absence, talent management, learning, compensation, etc.) together with policies, processes, and HR technology to deliver effective and efficient HR services that drive value through the HRMS (Workday). Consults and liaises with IT, business, HR and vendors to improve the delivery of HRMS and process activities. Responsible for developing, analyzing, and maintaining complex and confidential data and reporting to support various areas of the corporation. Maintains HRMS daily operations within the scope of the governance framework, provides ongoing technical and operational support, advice, and guidance for the HRMS, establishes processes, supports business activities for HR projects and operations, analyzes and troubleshoots complex issues, and liaises with the HRMS team, HR and IT to understand, document, communicate and plan business requirements for the development of appropriate solutions.

Key Accountabilities

Note: This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.

HRMS Module Management

• Responsible for the design, advancement, delivery, execution, and consulting services associated with services delivered through Workday for assigned portfolio including: Payroll, benefits, leave, time and absence, talent (succession, performance, etc.), recruiting, compensation, onboarding, and learning management, etc.

• Designs processes to streamline work and continuously evolves processes by leveraging technology to efficiently deliver services to align to the business needs.

• Logs, troubleshoots and resolves complex HRMS and process issues; documents issues and their fixes, or escalates within scope of control.

• Provides ongoing daily technical and operational support for HRMS issues and processes.

• Provides HR business expertise for system or process projects (e.g. feature releases, upgrades, and improvements), including analyzing, identifying, managing and documenting HR business requirements to present to Tactical Change Committee (TCC) and/or Operational Steering Committee (OSC).

• Participates in implementation planning, training and supports transition activities.

• Collaboratively works with business units and HR teams to understand business requirements, explore design possibilities, ensuring alignment with established standards and technology ability; submits for review and approvals as it relates to the governance framework.

• Performs, coordinates, and provides guidance on user acceptance testing of Workday updates.

• Participates in and/or leads projects to support the organizations operational HR strategies (e.g., workforce planning, surveys, collective bargaining, demographic and trending research and data, etc.).

• Represents HR on projects and initiatives requiring input, advice and recommendations related to HR systems functionality.

• Plans for, completes, coordinates, and monitors operational changes and provides reporting on progress/success within established requirements.

Governance

• Collaborates with HRMS team as a member of the TCC by actively participating and providing input to guide value-add improvements or fixes.

• Refers and recommends optional features and enhancements for approval to the OSC, ensuring recommendations accompany analysis and demonstrate value while providing insight on complexity and benefits to enable approval, recommendation, and priority on the roadmap.

• Reviews, manages, and determines tactical improvements and priorities (i.e., issue log, fixes, and mandatory features and enhancements) and ensures documented in accordance to established standards.

• Reviews established documented approach to system changes to ensure consistency and following corporate standards.

Feature Releases and Enhancements

• Collaboratively works with vendors, leveraging tools and training to gain knowledge and an understanding of HR technology (functionality and configuration) to assist in accurately mapping data for system deployments.

• Research HRMS functionality and modules and recommends alternatives or approaches to expand and modernize existing functionality.

• Assesses HRMS product roadmaps to identify impact, value, and implementation timing for new modules and/or functionality.

• Leads assigned release investigation to understand new functionality, identify impacts, coordinate or performs testing, resolves, recommends or escalates complex problems to the appropriate parties.

• Creates, ensures, and oversees the development and maintenance of HRMS release processes targeted to the end-user.

• Understands semi-annual releases within functional area and collaborates with peers on cross-functional impacts.

• Tests, validates, and supports implementation of system configuration changes and enhancements, request, and support user acceptance testing with assigned HR services team members.

Data, Reporting and Dashboard Management

• Leads the development of functional area dashboards, analytics, and reporting.

• Works with HR services teams and business leaders to identify reporting and metric requirements to advance the delivery of people services.

• Works with senior HR leaders in obtaining and understanding complex and highly confidential reporting/data to obtain trend lines, establish costing for projects, programs, and workforce transitions (i.e., human rights complaints, government reporting, bargaining, etc.) to advance data-driven decisions, inform planning, and business cases.

• Creates and maintains dashboards to monitor, analyze and give a visual display of metrics and important data.

• Ensures data is available to enable operational and strategic decisions by customizing, enhancing, maintaining and utilizing HRMS functionality in order to provide reporting upon request by HR, management, other business areas and external parties on employee, position and data analytics (e.g. workforce data, absences, turnover rates, etc.).

• Creates efficiencies and uses data to predict, understand and analyze HR’s needs and develops reports to support those needs.

• Collaborate with Data and Analytics team to intentionally plan for and enhance robust people data and leverage expertise to improve delivery of data and reporting functionality.

Communication, Training and Procedures

• Manages the User Experience support: prepare and deliver custom training or recommend WD delivered training; document functional processes and create or maintain job aids.

• Identifies, develops, and delivers user training on HRMS and business processes, including development of communication tactics in forms of articles and dashboard postings, where appropriate.

• Conducts reviews of HR procedures and processes to identify, develop and implement improvements and efficiencies.

• Proactively advises business area of changes that are being implemented through job aids, meetings, demonstrations, and training.

Leadership

• Actively contributes to and supports a culture of a high performing workforce.

• Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.

• Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.

• Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training, and developmental opportunities.

Corporate Management

• Enables the success of programs and policies that are in alignment with corporate, strategic, and divisional strategies. 

• Manages risk in area of authority.

• Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.

Education and Experience

• A four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business or Information Technology.

• Five years’ experience working with a human resource management system performing analysis and complex reporting.

Knowledge, Skills and Abilities

• Knowledge of reporting and business analytics.

• Knowledge of agile principles and processes.

• Knowledge of business analysis activities.

• Knowledge of user acceptance testing methods and procedures.

• Knowledge of human resources management processes.

• Knowledge of applicable principles and business practices and the skill to integrate and communicate that knowledge.

• Knowledge of project management fundamentals.

• Skill with the use of support software, including Workday (SaaS), and HP Service Manager.

• Skill with Microsoft Office Suite, with advanced skills in spreadsheet and database development (e.g., Excel).

Behavioural Competencies

Leader Level 3 - Applies (Team/Dept)

• Accountability - Provides Direction and Sets Expectations

• Business Acumen - Applies Broader Business Metrics and Understands the Internal and External Environment

• Change Agility - Makes Change Real for Others

• Leadership - Leads the Team

At SGI, we’re committed to building a workplace where everyone feels seen and heard, and where every individual is respected. Our commitment to reconciliation includes actively hiring Indigenous people and creating opportunities for diverse talent to thrive. We offer more than a job; we embrace diverse backgrounds and experiences, provide a career with purpose, growth, and belonging. Join us and help shape a workplace where every voice matters and contributes to our shared success.

If you require an accommodation during the recruitment process, we invite you to submit your accommodation request to [email protected] and we will work through your request with you. All information received will be kept confidential.

Posting Close Date: