Posted 17 days ago
Program Manager, HR Policy and Experience (12- month contract)
@ VetStrategy
Vaughan, Ontario
Overview
VetStrategy is hiring a Program Manager for HR Policy and Experience on a 12-month temporary, full-time contract in Woodbridge, ON, hybrid with 2-3 office days a week. The role plans and runs the rollout of new HR policies, builds a policies hub on the intranet, and maps HR system workflows, including for locum veterinarians. Pay is listed at $120,000 to $140,000 a year, based on the candidate's credentials and experience.
Responsibilities:
- Build and run the rollout plan for each HR policy
- Turn policy language into practical guidance for managers and teams
- Launch and maintain a policies hub on the intranet
- Map current workflows to new policies and direct HRIS changes
- Keep a master tracker of policy status, owners and dates
Requirements summary:
- 10+ years of progressive HR experience
- Experience leading programs or projects from plan to delivery
- CHRL designation or eligibility
- PMP or Prosci certification is an asset
- Experience with change in clinics, field or shift-based workforces is a strong asset
Tools & skills
Source and dates
Employer career site / ATS feed · dayforce-feed
- Employer posting date
- 2026-10-20
- First seen by our source
- 2026-10-21
- Source record updated
- 2026-10-21
These dates describe the source record, not a live verification that the employer is still hiring. Check the original posting.
Job details
| Seniority | Senior |
| Department | Human resources |
| Experience | 10+ years |
| Hours per week | 40 (estimated) |
| Travel | air: none · ground: none |
| Work setting | Office |
| Position | Mostly sitting |
| Physical demands | physical low · computer high |
| Licences & certifications | CHRL |
Summary and details written by AI from the posting; the employer’s posting is the authority.
VetStrategy
Saved company profile
Historical company information from a saved The Jobs API profile (LinkedIn/Crunchbase fields). It is not live-verified; figures may have changed. Missing values remain unknown.
Full company description
Being part of VetStrategy is about being part of something bigger – an ever-growing community, where we connect person-to-person and skill-to-need, united by a common purpose of healthy animals, happy owners. From our humble beginning in 2006 to the present day, we continue to make a difference in the lives of people who have dedicated themselves to this industry. When VetStrategy co-founders Orin Litman and his wife, Dr. Michelle Cutler, decided to acquire McLean Animal Hospital in 2006, they focused on three promises – our Customer Promise of world-class veterinary care, delivered locally; our People Promise, to be a great place to work; and our Sustainability Promise to be a force for good for patients, people and our plant. Keeping our three promises led VetStrategy to become the leading veterinary network in Canada, with veterinary practices, 24-hour emergency care, and specialty hospitals coast-to-coast. We have developed and refined a model for supporting our practices across the country. What we do: We care for those dedicated to caring for animals by creating a workplace where we focus on innovation, engagement, and teamwork. We know the blood, sweat and tears that have gone into building each practice, and we don’t want to touch that – we truly embrace the uniqueness of each clinic. Our heritage first approach means we won’t change a clinic’s name, culture or heritage. We understand the challenges our veterinary teams face and are committed to doing what’s right – for them, their clients, and their patients. We care about the future of veterinary medicine. Everything we do comes back to ensuring that veterinarians have the time, support, and infrastructure to focus on responsible medicine and quality care. We believe in empowering our support office and clinic staff and providing them opportunities to develop their skills and grow in their careers.
- LinkedIn followers
- 33,004
- People associated on LinkedIn
- 658
- Reported office locations
- 7000 Pine Valley Dr, Vaughan, Ontario L4L 4Y8, CA
- Business categories
- Veterinary
- Health Care
- Clinical Trials
- Staffing Agency
- Other recorded names
- VetStrategy / Daubigny
- VetStrategy
- Specialties
- Veterinary Clinic Management
- Veterinary Clinic Acquisition
- Veterinary Clinic Partnering
- Client Services
- Veterinary services
- and Hospital Health Care
- Profile identifies a recruitment agency
- No
- Reported total investment
- 0
Currency and observation date were not supplied; this is not a current valuation or a funding round.
Being part of VetStrategy is about being part of something bigger – an ever-growing community, where we connect person-to-person and skill-to-need, united by a common purpose of healthy animals, happy owners. From our humble beginning in 2006 to the present day, we continue to make a difference in the lives of people who have dedicated themselves to this industry. When VetStrategy co-founders Orin Litman and his…
| Field | Value |
|---|---|
| Industry | Veterinary Services |
| Company size | 5,001-10,000 employees |
| Headquarters | Vaughan, Ontario |
| Organization type | Privately Held |
| Specialties | Veterinary Clinic ManagementVeterinary Clinic AcquisitionVeterinary Clinic PartneringClient ServicesVeterinary servicesand Hospital Health Care |
| Open jobs on Jobsy | 811 |
| View page |
Job Title: Program Manager, HR Policy & Experience
Reports to: VP, Talent & Organizational Capacity
Role Type: Full-time, temporary (12-month) position
Location: 7000 Pine Valley Drive, Woodbridge ON (Hybrid, 2-3 days in-office)
Compensation Range: $120,000-$140,000 p.a. Actual salary will be based on the individual candidate’s credentials and experience.
The role
Colleagues should be able to find clear answers to their HR questions without having to chase someone down. Our new HR policies are designed to give them that: one consistent set of answers, in one central place.
As Program Manager, you’ll make that real. You’ll plan the rollout, explain the changes in plain terms to managers and colleagues, and build the policies hub on our intranet. You’ll also make sure our HR systems support the new ways of working, for both permanent colleagues and our locum veterinarians, whose workflows differ in some places.
What you'll do
- Build and run the rollout plan for each policy: who hears what, when, and how we know it landed
- Turn policy language into clear, practical guidance for managers and frontline teams
- Launch a new policies hub on our intranet and set up how it stays current
- Work with our Senior HR Managers, who know the clinics best, to introduce policies in the field and prepare them for questions
- Map today’s workflows against the new policies and tell our HRIS team what needs to change. Stay involved through their build and testing, and support the communication when updates go live
- Keep one master tracker of every policy: status, owners, dates. Flag risks early, with a recommendation attached
- Document the workflows and decisions so the work continues after your contract ends
What success looks like after 12 months
- Every in-scope policy has a working process, a home on the hub, and a completed rollout
- Managers and leaders can explain why things changed, not only what changed
- Someone has a clear handoff to take over policy operations
- Every HRIS recommendation is logged, prioritized, and tracked to a decision
About you
- You have 10+ years of progressive HR experience, including leading programs or projects from plan to delivery
- A CHRL designation (or eligibility). A PMP or Prosci certification is an asset
- You’ve kept a cross-functional project on schedule without being anyone’s manager
- You get people on board through influence, not authority
- You’re comfortable starting with some ambiguity and then building the structure
- You can turn a business need into a clear request for a systems team
- Experience with change in a workforce that isn’t at desks (clinics, field teams, shift work) is a strong asset
Living Our Values Through Leadership
This role is more than a checklist of accountabilities - it’s a reflection of how we show up as leaders in our practice, with our teams, and across our network. The table below highlights how this role brings our values to life through everyday leadership behaviours that build trust, drive performance, and foster a culture of care and collaboration.
These behaviours are not extras, they are core to how we deliver excellent patient and client care, inspire our people, and build a stronger network together.
Our Values guide what we stand for. Our Leadership Behaviours define how we bring those values to life in practice, every day, in every role.
Our Values
We Care | We Dare | We Share |
We care for animals and people, keep our promises, treat each other with decency and respect. | We dare to innovate, encourage entrepreneurial thinking and identify opportunities to succeed in a changing world. | We share knowledge, best practice and make decisions based on trust, dialogue, commitment and engagement. |
Our Leadership Behaviours
Value The Why | Behaviour The How | Behaviour Definition What it looks like | How This Role Brings It to Life |
We Care | Motivating | Show self-belief, build strong teams, motivate others to reach their potential. | Coaches and supports team members through change, providing clarity, encouragement, and recognition. |
We Care | Resilient | Effectively manage their own well-being and that of others, quickly recover from challenges, and learn from mistakes. | Remains steady under pressure, adapts to challenges, and supports team well-being during periods of change. |
We Dare | Results-driven | Relentlessly seek to improve business performance, act decisively, drive progress through clear expectations. | Sets clear expectations, follows through on commitments, and drives timely, high-quality outcomes. |
We Dare | Lead for the future | Balance the perfect and pragmatic, prioritize long-term progress, drive sustainable innovation. | Improves HR practices and ways of working to support sustainable, scalable results. |
We Share | Humble | Act with integrity, earn trust through transparency, pursue personal development. | Acts with integrity, seeks feedback, and demonstrates a commitment to continuous learning. |
We Share | Collaborative | Stretch outside their own area of expertise to drive performance, happy to learn from others, inspire teams through great communication. | Works openly with peers and partners to align efforts and deliver shared outcomes. |
Journal
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