Human Capital Director, Deals

Line of Service
Internal Firm Services

Industry/Sector
Not Applicable

Specialism
IFS - Human Capital (HC)

Management Level
Director

Job Description & Summary
As the Human Capital Business Partner (HCBP) Director, you will partner with your People Experience Leader (PEL) and line of service (LoS) leadership team to drive and execute people strategies that directly support business objectives, growth, and transformation. Leveraging deep expertise in talent management, workforce analytics, and change leadership, you will act as a trusted advisor and operational leader, fostering a high-performance, inclusive workforce aligned to the firm’s vision.

Reporting to the People Strategy & Operations Lead, you will lead a team of HC professionals, collaborating closely with the other HCBP Directors, Centres of Excellence (CoEs) and HC Delivery teams to deliver scalable, tech-enabled solutions that enhance the people experience, organizational agility and business performance.

The Opportunity

As a Human Capital Director supporting Deals, unlock your potential and embrace the chance to drive meaningful outcomes that’ll elevate your career. Your role will include, but isn’t limited to:

- Work closely with the PEL and the broader LoS Leadership team to develop and operationalize people strategies that will improve business performance, culture and our overall people experience
- Utilize workforce and people data analytics to provide proactive thought leadership and insights on retention, skill building and re-skilling, and strategic workforce planning
- Actively champion diversity, equity, and inclusion strategies
- Collaborate with business leaders to identify key talent and succession plans, ensuring key roles are filled with high-potential, diverse candidates that support long-term organizational resilience and growth
- Partner with Total Rewards to design and deliver competitive, equitable compensation programs and reward strategies that improve employee recognition and retention in alignment with business objectives
- Collaborate with LoS Leadership, Finance and business stakeholders to support annual budgeting, providing people insights to inform headcount forecasting and collaborating on salary modelling to ensure workforce investments support strategic priorities
- Proactively contribute to the ongoing evolution of the HR operating model through innovative, technology driven solutions focused on scalable, efficient and employee centric solutions
- Foster strong partnerships with recruiting, resource management, learning & development, and other CoEs to embed end-to-end people solutions that respond dynamically to talent mobility, capability building, and market disruption
- Provide guidance on complex employee relations and sensitive issues, partnering with legal, compliance, and wellbeing to ensure ethical, confidential resolution and a psychologically safe workplace
- As required by the LoS, assess QMSE risks, establish and monitor HC policies and procedures, report achievements to LoS leadership, escalate critical issues, develop and execute remediation plans and ensure cross-functional communication through regular leadership updates

What You'll Bring

Your skills, knowledge, and experiences are what set you apart. Here's what we look for:

- Progressive HR experience within complex, matrixed environments, ideally within professional services
- Demonstrated success in leading strategic business partnerships, influencing senior leaders, and driving people initiatives
- Expertise in workforce analytics, talent management, succession planning, and DEI strategy execution.
- Outstanding coaching, communication, and influencing skills, with proven ability to manage sensitive situations with discretion and professionalism
- Strong commercial acumen, strategic mindset, and change leadership capabilities, including familiarity with HR and digital transformation
- Post-secondary degree in HR, Business, or related field; senior HR certifications are highly desirable
- Commitment to continuous learning and staying abreast of evolving talent trends and workforce innovations

This position ensures continuity and upholds our standards of excellence following the departure of a valued team member.

The salary range for this position is $167,000 - $217,000. The posted salary range represents the expected hiring range for PwC locations in major city centres. Given our national recruiting approach, ranges may vary for positions in other locations. At PwC Canada, base salary is determined by your skills, experience, qualifications and work location. In addition to base salary, eligible employees may have opportunities to participate in variable incentive pay programs which are designed to reward individual and firm-wide achievements.  We are committed to offering competitive compensation and adhere to all relevant pay transparency legislation. During the hiring process, our Talent Acquisition team will provide details about our comprehensive total rewards package.

Why you’ll love PwC

We’re inspiring and empowering our people to change the world. Powered by the latest technology, you’ll be a part of diverse teams helping public and private clients build trust and deliver sustained outcomes. This meaningful work, and our continuous development environment, will take your career to the next level. We reward your impact, and support your wellbeing, through a competitive compensation package, inclusive benefits and flexibility programs that will help you thrive in work and life. Learn more about our Application Process and Total Rewards Package at:  https://jobs-ca.pwc.com/ca/en/life-at-pwc

PwC Canada acknowledges that we work and live across Turtle Island, on the land that is now known as Canada, which are the lands of the ancestral, treaty and unceded territories of the First Nations, Métis and Inuit Peoples. We recognize the systemic racism, colonialism and oppression that Indigenous Peoples have experienced and still go through, and we commit to allyship and solidarity.

Education (if blank, degree and/or field of study not specified)
Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills
Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Coaching and Feedback, Communication, Confidential Information Handling, Conflict Resolution, Coordinating Staff, Creativity, Data Quality, Documentation Administration, Embracing Change, Emotional Regulation, Empathy, Employee Data Management, Employee Engagement Strategies, Employee Life Cycle, Employee Relations, Employee Terminations, HR Software, Human Resources (HR) Metrics, Human Resources (HR) Policies, Human Resources (HR) Service Delivery, Human Resources (HR) Shared Services {+ 23 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements
Not Specified

Available for Work Visa Sponsorship?
No

Government Clearance Required?
No

Job Posting End Date

We’re committed to providing accommodation throughout the application, interview, and employment process. If you require accommodation to be at your best, please let us know during the application process.

The use of artificial intelligence (AI) in recruiting is just getting started, so we know you have questions about how and why we use it. At certain points during our recruiting process, we rely on AI to improve your experience. This could be during resume review or curating personalized job recommendations, asking you clarifying questions via a chatbot or during our interview scheduling to improve your experience. Our use of AI helps ensure we combat bias by evaluating candidates equally and fairly, without seeing identity information, such as your name, or gender for example). AI also helps us better predict successful hires by reviewing all applicants for a role and the relationship between your skills, experience and likely success at PwC Canada. While AI supports parts of our recruitment process, final hiring decisions always involve human review. For more information about our use and protection of your data, please refer to our Privacy Policy (https://www.pwc.com/ca/en/privacy-policy.html).

Nous tenons à répondre à vos besoins tout au long du processus de demande d’emploi, d’entrevue et d’embauche. Si vous avez besoin de mesures d’adaptation pour être parfaitement à l’aise, faites-le-nous savoir à l’étape de la demande d’emploi.

L’utilisation de l’intelligence artificielle (IA) dans le domaine du recrutement en est à ses balbutiements. Nous savons que vous pourriez vous demander comment et pourquoi nous y avons recours. À certains stades de notre processus de recrutement, nous comptons sur l’IA pour améliorer votre expérience. Par exemple, pendant l’examen du curriculum vitæ ou l’élaboration d’une liste de recommandations personnalisées, un agent conversationnel pourrait vous demander des précisions ou fixer avec vous un rendez-vous pour l’entrevue. L’IA nous aide à mieux lutter contre les préjugés, car l’évaluation des candidats se fait de façon juste et équitable, sans que les informations d’identification comme le nom ou le sexe soient connues. Elle nous permet également de mieux repérer les bons candidats pour un poste et d’évaluer le lien entre leurs compétences, leur expérience et leurs chances de réussir chez PwC Canada. Bien que l’IA facilite certaines étapes de notre processus de recrutement, les décisions finales d’embauche sont toujours prises par des personnes. Pour en savoir plus sur l’utilisation et la protection de vos données personnelles, consultez notre politique sur la protection des renseignements confidentiels (https://www.pwc.com/ca/fr/privacy-policy.html).