Position Summary:
Reporting to the Vice President, Workforce Reengineering, the Director, Process Improvement & Workflow Reengineering is responsible for leading enterprise workflow redesign and continuous improvement initiatives while building and operating SE Health's Process Improvement Centre of Excellence.
This role serves as the organization's authority on how work flows across teams, functions, systems, and service delivery models. The Director leads end-to-end workflow analysis, process redesign, work decomposition, task-level assessment, decision-right clarification, and process optimization efforts. Through these activities, the role identifies opportunities to simplify work, improve efficiency, reduce friction, enhance employee experience, and enable future human, AI, and hybrid workforce models.
The role is accountable for producing the workflow intelligence that enables organizational design, job redesign, workforce planning, and agentic workforce transformation initiatives across the enterprise.
Primary Accountabilities:
Lead the Process Improvement Centre of Excellence
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Function as SE’s Process Improvement subject matter specialist, providing informed advice and guidance.
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Design, launch, and continuously mature the Process Improvement CoE; align approaches to be consistent with other transformational CoE’s.
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Ensure effective operation of CoE (e.g., alignment to leading practices, responsiveness to stakeholder needs, benefits realization).
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Establish enterprise intake, prioritization, and triage mechanisms for workflow redesign and PI initiatives.
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Establish enterprise methodologies, standards, playbooks, tools and toolkits, templates, and governance mechanisms.
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Lead process improvement practitioner communities of practice building internal capability for Process Improvement (and continuous improvement) across the organization, working with other transformational and development teams.
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Build internal capability through learning pathways that support the development from awareness, to novice, and to expert practitioner within the organization, with the intention to build transformational muscle across the organization. Includes actively teaching, coaching, and certifying staff across the organization (ex Yellow to Green to Black belt),
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Establish enterprise process maturity assessments and continuous improvement benchmarks.
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Works with project/program leads to identify Process Improvement, opportunities, proficiency levels, and FTE allocation necessary to fulfill desired work outcomes.
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Works with other transformational CoEs and teams to ensure alignment of approach, service offerings, and service standards.
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Maintain an enterprise portfolio of workflow redesign and process improvement initiatives, ensuring visibility, alignment, and resource optimization.
Lead Enterprise Workflow Reengineering Initiatives
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Lead end-to-end workflow redesign engagements across business lines and corporate functions.
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Lead stakeholder engagement activities (e.g., workshops, focus groups, data gathering sessions).
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Lead process mapping, workflow analysis, value stream analysis, and work decomposition projects / activities.
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Identify friction points, bottlenecks, handoffs, duplication, and non-value-added activity.
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Develop future-state workflow designs aligned to strategic objectives (enabling SE’s responsiveness to market and technology shifts); including identifying opportunities where automation (AI or otherwise) may support improvement to workflows and/or to job design.
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Establish process measures and operating controls supporting redesigned work.
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Uses multiple modalities and approaches to conduct workflow review and improvement approaches.
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Model workflow/process improvement options - including costing/capacity unleashed, other patient, client, staff, efficiency outcomes as relevant, risks, etc. - to inform decision-making.
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Identify operational, regulatory, and workforce risks associated with workflow redesign and propose mitigation strategies.
Work Intelligence, Task Analysis & Productivity Optimization
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Decompose work into tasks, activities, effort, and time requirements; maps skill requirements against human/agentic skills ontologies.
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Quantify workforce effort associated with current-state work.
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Identify workflow opportunities for elimination, simplification, automation, augmentation, or redesign.
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Produce workflow intelligence that informs workforce design decisions.
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Support enterprise productivity, capacity, and efficiency initiatives.
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Identify opportunities for improved staff satisfaction/joy, reduction of staff dissatisfaction/burnout where feasible.
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Partner with Org Design, Workforce Planning, and Talent teams to ensure workflow insights directly shape role design, spans/layers, and workforce strategies.
AI-Enabled Workflow Design
Governance, Measurement & Benefits Realization
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Partner with executives to align workflow redesign priorities to strategic objectives and capacity constraints.
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Develop executive-ready business cases, recommendations, briefing updates.
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Build benefits realization frameworks for workflow reengineering initiatives.
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Monitor implementation progress, adoption, and outcomes.
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Support executive governance and portfolio reporting.
Management and Leadership
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Build a collaborative team culture across HR and the broader business, champion professional and respectful behaviour, drive a coaching mindset to support high performance of teams and foster an inclusive environment.
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Effectively manage human and financial resources; including performance management, staff engagement, compliance requirements, procurement, and budget management.
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Model exemplary leadership attitudes, behaviours, and capabilities consistent with SE Health Values, including a relentless focus on person-centred care, psychological safety, excellence, accountability, empowerment, and innovation.
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Inspire and enable individuals and teams to adopt evidence-informed, leading practices to ensure that the HR function is current/relevant; ensure staff are properly trained, have the skills/capabilities/attitudes to be successful, and are constantly developing and adapting in the face of change.
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Foster a continuous improvement environment and a learning culture, in full support of all aspects of our People Everything approach.
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Provide coaching and feedback to support individual and team optimization, practice co-design and human-centred design approaches, create a psychologically safe workplace and highly engaged teams.
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Contribute to, inform, and support change management activities.
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Inform annual planning and talent management activities.
Qualifications & Experience:
Bachelor’s degree in Human Resources, Business, Organizational Psychology, Industrial Engineering, or a related field required.
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Master’s degree in a related field preferred.
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5+ years of experience in-house or as a management consultant leading Process Improvement teams/functions focused on workforce transformation, operating model transformation, agentic AI workforce deployment, etc.
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Master Blackbelt in LEAN, with experience developing Process Improvement practitioners and capability in enterprise organizations
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Proven experience leading work decomposition (tasks/activities) and building task-to-skill requirements at scale.
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Experience designing AI-enabled operating and workflow models or partnering on automation/GenAI programs (human-in-the-loop, controls, governance) preferred.
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Certifications in: Agile, user-centred design, Prosci change management, or organization design methodologies preferred.
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Experience with skills-based job architecture/frameworks, application of skills taxonomies to org design, talent marketplace/internal mobility approaches preferred.
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Strong analytical capability (quantitative and qualitative) with the ability to synthesize insights into clear recommendations.
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Proven ability to integrate and apply User Experience and/or Human Centered Design models and capabilities into Process Improvement functions; including identifying tasks that bring joy to work versus tasks that ‘drain’ staff resilience batteries contributing to burnout and disengagement.
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Proven ability to analyze complex data and business intelligence from various sources, to simplify complexity to support decision-making and modelling optionality.
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Strong people data analysis and storytelling skills; including an ability to align data to simplify complex, develop actionable insights, and implement results.
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Demonstrated capability to translate and integrate new research/thinking to practice.
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Exceptional communication, facilitation, and stakeholder management skills.
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Thought leader with a Builder mindset.
Valid driver’s license and the ability to travel is a requirement.
Why join SE Health?
About SE Health
SE Health is a not-for-profit social enterprise advancing health with heart. With 115+ years of impact, we bring hope, happiness and exceptional care to people and communities across Canada. We lead with empathy, dignity and purpose while building a future where everyone can realize their full health and well-being potential. We’re also an inclusive, supportive workplace offering competitive compensation, strong benefits and real opportunities to grow. We’re All In Together.
Accessibility: If you require accommodations due to illness or disability, please contact Talent Acquisition at [email protected].
AI and compensation details: We use AI to take notes during our interview. All applications and interviews are reviewed by our Talent Acquisition team. This role is a new addition. The total target compensation for this position is $129,000 - $160,000. The compensation offered is determined based on the successful candidate’s relevant experience, skills, and competencies, taking into consideration internal equity.
