Human Resources Strategic and Workforce Development Plan Consulting Services

The Vendor is required to provide to assist in the development of a five-year human resources (HR) strategic and workforce development plan that will ensure that HR is positioned well to lead/support the organization into the future.
- The strategic and workforce development plan will provide a roadmap that aligns to the strategic direction of the town, identifies the HR strategic priorities, best practices and continuous improvement strategies, and determines the HR staff resources, systems, and technology required to support the long-term and evolving needs and priorities of the town from a human capital perspective.
- The local economy is shaped by agriculture, manufacturing, tourism, recreation, and a strong entrepreneurial spirit reflected in a dynamic business community.
- The HR team consists of three full-time staff - the manager of human resources, health & safety/HR advisor, and benefits & compensation administrator- and one contract staff member - HR coordinator.
- The town currently uses Dayforce (payroll and HCM system) for payroll processing, employee information and self-service, reporting, performance management, recruiting, and onboarding. Citation is used to administer legislated training requirements.
- Objectives
•    Develop an actionable five-year human resources strategic & workforce development plan aligned with the town’s strategic plan and organizational priorities.
•    Define clear HR strategic priorities and workforce strategies to ensure the town has a knowledgeable, skilled, engaged, and future-ready workforce.
•    Conduct a comprehensive current-state assessment of HR programs, services, tools, legislative compliance, staffing capacity, and technology resources, identifying strengths, gaps, and opportunities.
•    Benchmark HR structure, capability, service levels, and workforce indicators against comparable state municipalities and relevant public-sector best practices.
•    Provide prioritized, costed, recommendations that address identified gaps, enhance HR service delivery, and support long-term organizational sustainability.
•    Develop a sequenced, multi-year implementation roadmap outlining required resources, change-management actions, dependencies, risks, and benefits.
•    Identify future-state HR technology requirements and provide high-level recommendations to support digital transformation and improved HR processes.
•    Establish a town-wide succession management framework to identify critical roles, assess risks, and support leadership and talent development.
•    Develop a performance measurement framework including KPIS, baselines, targets, and a reporting cadence to support continuous improvement and accountability.
- Workforce Planning
•    Environmental scan and Labour market analysis focused on state municipal sector dynamics and regional realities.
•    Five-year workforce projection by department/service, including drivers (growth, service changes, capital program, regulatory changes).
•    Skills inventory and competency mapping for critical job families; identification of current and future skills gaps.
•    Critical role analysis and succession risk assessment; development of a succession management framework (competencies, talent review process, development tools, and knowledge-transfer mechanisms).
•    Workforce risk register (e.g., retirements, turnover, hard-to-fill roles, single points of failure, compliance risks) with mitigation strategies.
•    Recommended staffing levels and workforce resourcing strategies (e.g., recruitment pipelines, internships/co-ops, temporary/seasonal strategies, use of external services).
- HR Strategic Plan Development
•    Identification of HR strategic priorities and initiatives aligned to organizational goals and future service needs.
•    Benchmarking of HR structure, staffing ratios, costs, and service levels against at least five comparable state municipalities with rationale for comparator selection.
•    Recommendations to enhance HR service delivery model, governance, policies, and procedures, incorporating continuous improvement and leading municipal practices.
•    Integration of equity, diversity, inclusion, and accessibility into HR programs, including act-compliant processes.
•    Development of a change-management strategy to support adoption of future-state programs and systems.
- HR Technology Roadmap
•    Current-state technology inventory and high-level assessment of system capabilities relative to HR needs.
•    Identification of technology-related requirements, reporting needs, and basic data-governance considerations.
•    High-level sequencing of technology improvements with approximate timing (quick wins vs. future business-case needs).