HR Consulting Services

The Vendor is required to provide Human Resources (HR) consulting firm (“Consultant”) to provide strategic workforce planning and recruitment advisory services for the period from 2026 to 2028.
- The Consultant will support long-range workforce planning, staffing model development, recruitment sequencing, and labour market strategy design to prepare for upcoming recreation facility openings.
- All transactional Human Resources functions, including job evaluation, recruitment processing, and labour relations, will continue to be managed by the City.
- Provide strategic advisory services to support workforce modelling, organizational alignment, aquatics labour strategy development, recruitment sequencing, newcomer and immigration-supported hiring approaches, and analysis of items that may fall outside management rights or the Collective Agreement. The work is organized into five components.
- Workforce Baseline & Staffing Framework
•    Validate and synthesize baseline staffing assumptions.
•    Create a Full Time Equivalent (“FTE”) framework by function to operate a community center (including recreation, facility and maintenance operations).
•    Ensure the model aligns with the organizational design and planned recruitment sequence.
•    Recommend the right mix of Regular Full-Time, Regular Part-Time, Auxiliary, and seasonal roles.
•    Identify leadership roles required earliest in the sequence.
•    Map a phased hiring approach for 2026–2028.
•    Flag internal mobility impacts and coverage/backfill needs.
•    Clarify interdependencies between the two new facilities and current operations.
•    Highlight workforce risks (e.g., seasonal shortages, certification/credential timing).
•    Surface newcomer and immigration-enabled recruitment pathways.
- Structural Advisory & Leadership Design
•    Examine the balance of Regular Full-Time, Regular Part-Time, Auxiliary, and seasonal positions to support an efficient, sustainable structure.
•    Review span-of-responsibility and leadership layers.
•    Advice on supervisory and leadership roles tied to growth.
•    Provide input on Exempt-to-union staffing proportions as the team expands.
•    Identify risks such as too many layers or unclear reporting lines.
•    Recommend the order and timing for introducing new or revised roles.
- Aquatics Labour Market Strategy & Talent Pipeline
•    Forecast demand for lifeguards, instructors, and aquatics leadership.
•    Assess training and certification capacity and timing.
•    Align certification pathways with hiring milestones.
•    Evaluate seasonal labour swings and propose mitigation tactics.
•    Model recruitment surges specific to Aquatics.
•    Build a diversified pipeline (youth entry routes, career professionals, and retirees, cross-training).
•    Identify newcomer and immigration-supported pathways.
•    Outline retention and career progression considerations.
- Hiring Roadmap and Recruitment Scheduling Plan
•    Confirm projected recruitment start dates by role.
•    Sequence pre-opening leadership hires.
•    Pressure-test timelines using typical lead times.
•    Phase supervisory and frontline hiring to support onboarding and training windows.
•    Identify quarterly hiring peaks and surge periods.
•    Flag high-risk timing windows (e.g., seasonal troughs).
•    Provide recruitment capacity forecasting.
- Excluded Tasks
•    Job evaluation, reclassification reviews, or compensation modelling.
•    Labour relations matters, including union negotiations or collective bargaining preparation.
•    Drafting, revising, or negotiating Letters of Understanding.
•    End-to-end recruitment processes such as posting roles, screening applicants, coordinating interviews, preparing offers, or managing onboarding/HRIS actions.
•    Organizational design work outside of Recreation.
•    Delivery of leadership development, supervisor training, or other learning programs.