Posting Number: 9864
Position Type: Temporary, Full Time (up to 12 months)
Shift Type: Day
Bi-Weekly Hours: 70
Union: Non-Union
About Us
The Baycrest Corporate Centre for Geriatric Care (BCCGC) serves as the corporate head office for the Baycrest Seniors Care family of companies, supporting our hospital, long-term care home, research centre, education programs and residential living communities. As the administrative and organizational hub of a system fully dedicated to aging and brain health, BCCGC brings people, our shared values and system-wide services together to strengthen care and experiences for older adults.
Grounded in the values of being inclusive, collaborative, ambitious, respectful and excellent, BCCGC fosters an environment where teams thrive and collaboration drives success. From enterprise planning to day-to-day operational support, BCCGC helps ensure the Baycrest vision — a world where every older person lives with purpose, fulfilment and dignity — comes to life.
Job Summary
The Interim Director, Organizational Effectiveness provides strategic leadership across an integrated portfolio, including Organizational Effectiveness, Equity, Diversity & Inclusion (EDI), Employee Engagement, and People Analytics.
This role is accountable for advancing enterprise-wide people strategies that are data-informed, inclusive, and explicitly aligned with Baycrest’s strategic plan and organizational priorities. The Director leads initiatives that strengthen organizational performance, culture, and workforce capability through integrated approaches to leadership development, organizational design, engagement, and evidence-based decision-making.
As a senior leader and trusted advisor, the Director partners closely with executive leadership, clinical and operational leaders, and Human Resources to drive enterprise change, enhance the employee experience, and build a high-performing, inclusive culture that supports the delivery of Baycrest’s mission and long-term strategic objectives
Key Responsibilities
Strategic Leadership & Enterprise Alignment
Sets the vision and strategy for organizational effectiveness, learning, and leadership development across the enterprise.
Ensures alignment and integration of staff and leadership development initiatives with broader education strategies impacting all learners across the organization.
Acts as a trusted advisor to senior leadership on organizational design, workforce planning, culture, and transformation.
Organizational Effectiveness & Change Management
Provide strategic oversight of organizational design, leadership development, and team effectiveness initiatives.
Lead enterprise change and transformation efforts using structured and consistent change management methodologies.
Build internal capability for effective change leadership across the organization.
Equity, Diversity & Inclusion (EDI)
Advance Baycrest’s equity, diversity, and inclusion priorities by integrating inclusive and equitable practices across the employee lifecycle, ensuring initiatives are measurable, impactful, and embedded at all stages of the employee experience.
Ensure EDI initiatives are measurable, evidence-informed, and integrated into organizational effectiveness, talent, and leadership practices.
Support Employee Resource Groups (ERGs), inclusive leadership development, and equitable people practices that foster belonging and psychological safety.
Employee Engagement & Workforce Experience
Provide strategic leadership for enterprise-wide employee engagement and workforce experience initiatives that strengthen culture, connection, and alignment with Baycrest’s values.
Lead the design and continuous improvement of workforce experience strategies that enhance engagement, retention, and overall employee well-being.
Partner with leaders and HR colleagues to translate engagement insights and workforce data into targeted actions that improve team effectiveness and organizational performance.
People Analytics
Oversee the use of people metrics, dashboards, and insights to support strategic and operational decision-making.
Translate workforce data into clear, actionable insights related to engagement, performance, retention, and workforce trends.
Leverage data to monitor progress and inform continuous improvement across Organizational Effectiveness initiatives.
Financial & Resource Stewardship
Provides oversight of departmental planning, budgeting, and resource allocation.
Identifies opportunities to optimize resources, improve efficiency, and maximize organizational impact.
Ensures responsible fiscal management aligned with strategic priorities.
Leadership & Team Development
Leads, mentors, and develops a high-performing team.
Fosters a culture of collaboration, innovation, and continuous learning within the team and across the organization.
Builds strong partnerships across clinical, academic, and corporate portfolios.
Who You Are
A strategic, systems-level thinker with the ability to translate vision into execution.
An exceptional communicator and influencer, skilled at engaging and aligning senior leaders and diverse stakeholder groups.
A trusted advisor with strong business acumen and a deep understanding of organizational dynamics in complex environments.
Adept at leading large-scale change and transformation initiatives with measurable impact.
Highly skilled in navigating ambiguity, complexity, and competing priorities.
Data-driven, with strong analytical capabilities and a focus on outcomes and continuous improvement.
A collaborative and values-driven leader who fosters trust, inclusion, and accountability.
Passionate about building culture, developing people, and enabling organizational success.
Qualifications
Master’s degree in Organizational Development, Adult Education, Business Administration, or a related field (or equivalent combination of education and experience).
Minimum of 8–12 years of progressive leadership experience in organizational effectiveness, people analytics, engagement, EDI, or related functions, preferably in a complex healthcare or academic environment.
Demonstrated experience leading enterprise-wide change management and transformation initiatives.
Expertise in organizational design, workforce development, leadership development, and performance improvement.
Experience working within regulated environments; familiarity with Ontario healthcare systems and Ministry requirements is an asset.
Relevant certifications (e.g., Certified Training and Development Professional, change management certifications such as Prosci) are considered an asset.
Advanced proficiency in leveraging data, technology, and systems to inform decision-making and program effectiveness.
Compensation
At Baycrest, we take pride in ensuring our compensation structure is internally equitable and compliant with pay equity legislation. We believe compensation should be transparent, equitable, and reflective of your experience and growth. Our salary ranges are structured to support progression, from learning the role to demonstrating full proficiency.
The salary range for this position is $ 137,009 to $ 171,261 per year.
Your placement within the target hiring range will depend on your job-related knowledge, skills, abilities, and relevant education and experience, as well as considerations such as market conditions and internal equity. The starting salary will be determined using these factors to ensure fairness and consistency across the organization.
Why Baycrest
Baycrest puts people first, offering rewards and programs to support your health, well-being, and growth. (Eligibility varies by role and employment status.)
Competitive pay
Extended health and dental coverage
Defined-benefit pension plan (HOOPP)
Paid vacation and statutory holidays
Maternity and parental leave top-up programs
Employee and family assistance program (EFAP)
On-site fitness facilities
Employee discount program
Tuition reimbursement
Apr 30, 2026
Temporary
Posting Number: 9864
Position Type: Temporary, Full Time (up to 12 months)
Shift Type: Day
Bi-Weekly Hours: 70
Union: Non-Union
About Us
The Baycrest Corporate Centre for Geriatric Care (BCCGC) serves as the corporate head office for the Baycrest Seniors Care family of companies, supporting our hospital, long-term care home, research centre, education programs and residential living communities. As the administrative and organizational hub of a system fully dedicated to aging and brain health, BCCGC brings people, our shared values and system-wide services together to strengthen care and experiences for older adults.
Grounded in the values of being inclusive, collaborative, ambitious, respectful and excellent, BCCGC fosters an environment where teams thrive and collaboration drives success. From enterprise planning to day-to-day operational support, BCCGC helps ensure the Baycrest vision — a world where every older person lives with purpose, fulfilment and dignity — comes to life.
Job Summary
The Interim Director, Organizational Effectiveness provides strategic leadership across an integrated portfolio, including Organizational Effectiveness, Equity, Diversity & Inclusion (EDI), Employee Engagement, and People Analytics.
This role is accountable for advancing enterprise-wide people strategies that are data-informed, inclusive, and explicitly aligned with Baycrest’s strategic plan and organizational priorities. The Director leads initiatives that strengthen organizational performance, culture, and workforce capability through integrated approaches to leadership development, organizational design, engagement, and evidence-based decision-making.
As a senior leader and trusted advisor, the Director partners closely with executive leadership, clinical and operational leaders, and Human Resources to drive enterprise change, enhance the employee experience, and build a high-performing, inclusive culture that supports the delivery of Baycrest’s mission and long-term strategic objectives
Key Responsibilities
Strategic Leadership & Enterprise Alignment
Sets the vision and strategy for organizational effectiveness, learning, and leadership development across the enterprise.
Ensures alignment and integration of staff and leadership development initiatives with broader education strategies impacting all learners across the organization.
Acts as a trusted advisor to senior leadership on organizational design, workforce planning, culture, and transformation.
Organizational Effectiveness & Change Management
Provide strategic oversight of organizational design, leadership development, and team effectiveness initiatives.
Lead enterprise change and transformation efforts using structured and consistent change management methodologies.
Build internal capability for effective change leadership across the organization.
Equity, Diversity & Inclusion (EDI)
Advance Baycrest’s equity, diversity, and inclusion priorities by integrating inclusive and equitable practices across the employee lifecycle, ensuring initiatives are measurable, impactful, and embedded at all stages of the employee experience.
Ensure EDI initiatives are measurable, evidence-informed, and integrated into organizational effectiveness, talent, and leadership practices.
Support Employee Resource Groups (ERGs), inclusive leadership development, and equitable people practices that foster belonging and psychological safety.
Employee Engagement & Workforce Experience
Provide strategic leadership for enterprise-wide employee engagement and workforce experience initiatives that strengthen culture, connection, and alignment with Baycrest’s values.
Lead the design and continuous improvement of workforce experience strategies that enhance engagement, retention, and overall employee well-being.
Partner with leaders and HR colleagues to translate engagement insights and workforce data into targeted actions that improve team effectiveness and organizational performance.
People Analytics
Oversee the use of people metrics, dashboards, and insights to support strategic and operational decision-making.
Translate workforce data into clear, actionable insights related to engagement, performance, retention, and workforce trends.
Leverage data to monitor progress and inform continuous improvement across Organizational Effectiveness initiatives.
Financial & Resource Stewardship
Provides oversight of departmental planning, budgeting, and resource allocation.
Identifies opportunities to optimize resources, improve efficiency, and maximize organizational impact.
Ensures responsible fiscal management aligned with strategic priorities.
Leadership & Team Development
Leads, mentors, and develops a high-performing team.
Fosters a culture of collaboration, innovation, and continuous learning within the team and across the organization.
Builds strong partnerships across clinical, academic, and corporate portfolios.
Who You Are
A strategic, systems-level thinker with the ability to translate vision into execution.
An exceptional communicator and influencer, skilled at engaging and aligning senior leaders and diverse stakeholder groups.
A trusted advisor with strong business acumen and a deep understanding of organizational dynamics in complex environments.
Adept at leading large-scale change and transformation initiatives with measurable impact.
Highly skilled in navigating ambiguity, complexity, and competing priorities.
Data-driven, with strong analytical capabilities and a focus on outcomes and continuous improvement.
A collaborative and values-driven leader who fosters trust, inclusion, and accountability.
Passionate about building culture, developing people, and enabling organizational success.
Qualifications
Master’s degree in Organizational Development, Adult Education, Business Administration, or a related field (or equivalent combination of education and experience).
Minimum of 8–12 years of progressive leadership experience in organizational effectiveness, people analytics, engagement, EDI, or related functions, preferably in a complex healthcare or academic environment.
Demonstrated experience leading enterprise-wide change management and transformation initiatives.
Expertise in organizational design, workforce development, leadership development, and performance improvement.
Experience working within regulated environments; familiarity with Ontario healthcare systems and Ministry requirements is an asset.
Relevant certifications (e.g., Certified Training and Development Professional, change management certifications such as Prosci) are considered an asset.
Advanced proficiency in leveraging data, technology, and systems to inform decision-making and program effectiveness.
Compensation
At Baycrest, we take pride in ensuring our compensation structure is internally equitable and compliant with pay equity legislation. We believe compensation should be transparent, equitable, and reflective of your experience and growth. Our salary ranges are structured to support progression, from learning the role to demonstrating full proficiency.
The salary range for this position is $ 137,009 to $ 171,261 per year.
Your placement within the target hiring range will depend on your job-related knowledge, skills, abilities, and relevant education and experience, as well as considerations such as market conditions and internal equity. The starting salary will be determined using these factors to ensure fairness and consistency across the organization.
Why Baycrest
Baycrest puts people first, offering rewards and programs to support your health, well-being, and growth. (Eligibility varies by role and employment status.)
Competitive pay
Extended health and dental coverage
Defined-benefit pension plan (HOOPP)
Paid vacation and statutory holidays
Maternity and parental leave top-up programs
Employee and family assistance program (EFAP)
On-site fitness facilities
Employee discount program
Tuition reimbursement
Lead the Future of Home and Community Care in Canada
For more than 125 years, VON Canada has been a trusted leader in home and community care, helping people live independently, safely, and with dignity in their homes and communities.
Through the dedication of its staff and volunteers, VON strengthens and eases the pressure on health systems, supports families and caregivers, and improves quality of life for thousands of Canadians each year. VON currently operates across Ontario and Nova Scotia, delivering nursing, personal support, home care, and community health services in more than 1,200 communities.
Today, VON is an innovator and trusted partner to governments, health system leaders, and community organizations. As demand grows and needs change, the organization is focused on practical innovation, strong operations, and care models that are integrated, patient centric, and built to last.
VON is now seeking an exceptional, caring, and high performing President & Chief Executive Officer to build on its success. Reporting to the Board of Directors, the President & CEO will set clear strategic direction, embody and promote a culture of compassion, and lead a dedicated team, ensuring the delivery of high-quality care to the people and the communities VON serves. To this end, they will strengthen key partnerships, drive innovation in both the operations and delivery of care, champion sustainable growth, and enhance VON’s position at the forefront of health policy and integrated home and community care in Canada.
If you are energized by healthcare transformation and the opportunity to lead one of Canada’s largest and most important and cherished non-profit organization, we invite you to explore this exceptional leadership role. Visit boyden.thriveapp.ly/job/3227 to apply and contact Michael Naufal or Collin Ritch ( critch@boyden.com ) with any questions.
Apr 17, 2026
Full time
Lead the Future of Home and Community Care in Canada
For more than 125 years, VON Canada has been a trusted leader in home and community care, helping people live independently, safely, and with dignity in their homes and communities.
Through the dedication of its staff and volunteers, VON strengthens and eases the pressure on health systems, supports families and caregivers, and improves quality of life for thousands of Canadians each year. VON currently operates across Ontario and Nova Scotia, delivering nursing, personal support, home care, and community health services in more than 1,200 communities.
Today, VON is an innovator and trusted partner to governments, health system leaders, and community organizations. As demand grows and needs change, the organization is focused on practical innovation, strong operations, and care models that are integrated, patient centric, and built to last.
VON is now seeking an exceptional, caring, and high performing President & Chief Executive Officer to build on its success. Reporting to the Board of Directors, the President & CEO will set clear strategic direction, embody and promote a culture of compassion, and lead a dedicated team, ensuring the delivery of high-quality care to the people and the communities VON serves. To this end, they will strengthen key partnerships, drive innovation in both the operations and delivery of care, champion sustainable growth, and enhance VON’s position at the forefront of health policy and integrated home and community care in Canada.
If you are energized by healthcare transformation and the opportunity to lead one of Canada’s largest and most important and cherished non-profit organization, we invite you to explore this exceptional leadership role. Visit boyden.thriveapp.ly/job/3227 to apply and contact Michael Naufal or Collin Ritch ( critch@boyden.com ) with any questions.
Director, People and Culture
Partners Community Health (PCH) is a not-for-profit, charitable organization dedicated to transforming how seniors and aging adults experience care across Mississauga and West Toronto. Through a strong commitment to partnership, PCH integrates healthcare, wellness, and community services to deliver coordinated, person-centred care that responds to the evolving needs of individuals and their families. PCH operates Wellbrook Place, a state-of-the-art seniors campus that includes two long-term care homes and an Integrated Seniors’ Hub. Together, these services form the foundation of an innovative model of care that combines clinical excellence with inclusive, community-based programming. Guided by its 2026 to 2030 Strategic Plan, PCH is advancing integrated models of care, strengthening system partnerships, and expanding its role in research, education, and innovation across the aging continuum. As the organization enters its next phase of growth, PCH is seeking a strategic and values-driven Director, People and Culture (Director) to join its Senior Leadership Team.
The Position
Reporting to the Vice President, Business Operations and Chief Financial Officer, with a dotted line to the President, the Director provides strategic and operational leadership across all aspects of human resources, labour relations, and organizational development. As a member of the Senior Leadership Team, the Director plays a central role in shaping and advancing the organization’s people strategy to support its next phase of growth.
Having moved through a period of rapid growth and workforce stabilization, PCH is now focused on strengthening its people practices, enhancing workforce capability, and building a more mature and integrated People and Culture function. The Director will lead this next phase by establishing clear structures, strengthening core HR operations, and introducing programs that support a high-performing, engaged workforce.
The Director oversees a broad portfolio that includes labour relations, talent acquisition, workforce planning, learning and development, employee engagement, occupational health and safety, and HR systems. A key focus of the role will be to stabilize and optimize foundational HR processes while advancing a more strategic, forward-looking approach to workforce planning and organizational development. The Director will also play an important role in shaping a positive and inclusive workplace culture, grounded in the organization’s values of compassion, excellence, inclusivity, and creativity. As a visible and trusted leader, they will build credibility with staff, leaders, and labour partners, while fostering accountability, engagement, and continuous improvement.
Operating in a complex, regulated healthcare environment, this role requires a leader who can balance hands-on operational leadership with strategic thinking, bringing structure and discipline while supporting innovation, continuous improvement, and long-term organizational performance. The Director will also ensure that people practices support safe, high-quality, resident-centred care and comply with the Fixing Long-Term Care Act, 2021 and applicable regulations.
The Person
The ideal candidate is an experienced HR leader with a strong track record of leading people and culture functions in complex, unionized environments. They bring deep expertise across core HR disciplines, including labour relations, talentmanagement, and organizational development, along with the ability to operate both strategically and operationally. They are a credible and collaborative leader who builds trust across teams, leaders, and labour partners, and who is comfortable navigating complexity and change. With a strong understanding of workforce challenges within healthcare or similarly regulated sectors, they are able to translate strategy into practical, actionable solutions that support both people and performance. Aligned with PCH’s values of compassion, excellence, inclusivity, and creativity, the successful candidate will be motivated by the opportunity to shape the organization’s people strategy and contribute to a high- performing, engaged, and inclusive workplace.
This is an upcoming vacancy and the salary range for the position is $135,000 – $169,000, plus a comprehensive benefits package including an RRSP program. Compensation is currently under review and will be determined based on experience.
To confidentially explore this opportunity, please email your resume, quoting the position title, to resumes@promeus.ca . An Executive Brief is available upon request.
PCH and Promeus Inc. are committed to building an intentionally inclusive environment that engages, supports, and advances equity in the workplace and in the communities served. We welcome applications from women, Indigenous peoples, racialized persons, people with disabilities, and individuals from 2SLGBTQIA+ communities.
Apr 14, 2026
Full time
Director, People and Culture
Partners Community Health (PCH) is a not-for-profit, charitable organization dedicated to transforming how seniors and aging adults experience care across Mississauga and West Toronto. Through a strong commitment to partnership, PCH integrates healthcare, wellness, and community services to deliver coordinated, person-centred care that responds to the evolving needs of individuals and their families. PCH operates Wellbrook Place, a state-of-the-art seniors campus that includes two long-term care homes and an Integrated Seniors’ Hub. Together, these services form the foundation of an innovative model of care that combines clinical excellence with inclusive, community-based programming. Guided by its 2026 to 2030 Strategic Plan, PCH is advancing integrated models of care, strengthening system partnerships, and expanding its role in research, education, and innovation across the aging continuum. As the organization enters its next phase of growth, PCH is seeking a strategic and values-driven Director, People and Culture (Director) to join its Senior Leadership Team.
The Position
Reporting to the Vice President, Business Operations and Chief Financial Officer, with a dotted line to the President, the Director provides strategic and operational leadership across all aspects of human resources, labour relations, and organizational development. As a member of the Senior Leadership Team, the Director plays a central role in shaping and advancing the organization’s people strategy to support its next phase of growth.
Having moved through a period of rapid growth and workforce stabilization, PCH is now focused on strengthening its people practices, enhancing workforce capability, and building a more mature and integrated People and Culture function. The Director will lead this next phase by establishing clear structures, strengthening core HR operations, and introducing programs that support a high-performing, engaged workforce.
The Director oversees a broad portfolio that includes labour relations, talent acquisition, workforce planning, learning and development, employee engagement, occupational health and safety, and HR systems. A key focus of the role will be to stabilize and optimize foundational HR processes while advancing a more strategic, forward-looking approach to workforce planning and organizational development. The Director will also play an important role in shaping a positive and inclusive workplace culture, grounded in the organization’s values of compassion, excellence, inclusivity, and creativity. As a visible and trusted leader, they will build credibility with staff, leaders, and labour partners, while fostering accountability, engagement, and continuous improvement.
Operating in a complex, regulated healthcare environment, this role requires a leader who can balance hands-on operational leadership with strategic thinking, bringing structure and discipline while supporting innovation, continuous improvement, and long-term organizational performance. The Director will also ensure that people practices support safe, high-quality, resident-centred care and comply with the Fixing Long-Term Care Act, 2021 and applicable regulations.
The Person
The ideal candidate is an experienced HR leader with a strong track record of leading people and culture functions in complex, unionized environments. They bring deep expertise across core HR disciplines, including labour relations, talentmanagement, and organizational development, along with the ability to operate both strategically and operationally. They are a credible and collaborative leader who builds trust across teams, leaders, and labour partners, and who is comfortable navigating complexity and change. With a strong understanding of workforce challenges within healthcare or similarly regulated sectors, they are able to translate strategy into practical, actionable solutions that support both people and performance. Aligned with PCH’s values of compassion, excellence, inclusivity, and creativity, the successful candidate will be motivated by the opportunity to shape the organization’s people strategy and contribute to a high- performing, engaged, and inclusive workplace.
This is an upcoming vacancy and the salary range for the position is $135,000 – $169,000, plus a comprehensive benefits package including an RRSP program. Compensation is currently under review and will be determined based on experience.
To confidentially explore this opportunity, please email your resume, quoting the position title, to resumes@promeus.ca . An Executive Brief is available upon request.
PCH and Promeus Inc. are committed to building an intentionally inclusive environment that engages, supports, and advances equity in the workplace and in the communities served. We welcome applications from women, Indigenous peoples, racialized persons, people with disabilities, and individuals from 2SLGBTQIA+ communities.
ORGANIZATION: William Osler Health System
POSITION: Non-Union Manager, Infection Prevention and Control Hub – One (1) Full Time
DEPARTMENT/CAMPUS : Infection Control – Peel Memorial Centre for Integrated Health and Wellness
POSTING NUMBER : REF10505N
HOURS: Currently Days (Subject to change in accordance with operational requirements)
Company Description
One of Canada's Best Diversity Employers and Greater Toronto's Top Employers for many consecutive years, William Osler Health System (Osler) provides a safe and supportive health care network to grow your career. Osler is nationally recognized for its commitment to patient safety and is Accredited with Exemplary Standing, the highest rating a Canadian hospital can receive. As a major Ontario hospital system, and home to some of the biggest specialty and emergency departments in the country, Osler serves the 1.3 million residents of Brampton, Etobicoke and surrounding communities. We are proud to offer you incredible exposure to best-in-class health care delivery and challenging hands-on opportunities to stay at the top of your game.
A hospital system built for and by the community, we continue to expand our services to meet the needs of a growing population, creating opportunities for increased hands-on skills development, cross-department training and promotional opportunities. Guided by our accomplished senior leadership team, together we are driving our vision of patient-inspired health care without boundaries.
At Osler, we invest in careers that go beyond where health care professionals like you can achieve their goals and find deep personal and professional fulfillment.
Job Description:
Osler's Infection Prevention and Control (IPAC) Hub builds capacity for the sustainable implementation of IPAC practices to protect the vulnerable populations in congregate living settings (CLS). These include long-term care homes, retirement homes, group homes, supportive housing and shelters. William Osler Health System’s IPAC Hub provides tailored guidance, networking opportunities, coaching, mentoring, training and education to CLS’ within the Central West regions of Brampton, West Woodbridge, North Etobicoke, and Malton.
The IPAC Hub Manager provides strategic, operational, clinical and administrative leadership for the IPAC Hub, ensuring the delivery of evidence-informed IPAC support to CLS’. The role ensures the Hub operates effectively, maintains compliance with Ministry guidelines, optimizes resource use, and fosters strong relationships with CLS partners, Public Health Units, and system stakeholders. The IPAC Hub Manager reports to the Director, Integrated Health Systems and is part of the Integrated Health Systems Program.
Leadership & Operational Management
Lead the day-to-day operations of the IPAC Hub, ensuring consistent, reliable service delivery.
Manage Hub resources in alignment with hospital administrative processes (e.g., HR, finance, privacy, IT), while ensuring Hub activities remain within the defined IPAC Hub scope.
Function as the designated IPAC Hub Lead for all Ministry communications, disseminating directives appropriately within the Hub and hospital structure.
Ensure adherence to Ministry expectations regarding in-scope/out-of-scope activities (e.g., education, coaching, outbreak support; but no inspections or clinical services).
Ensure Hub practices are evidence-informed using Ministry, Public Health Ontario (PHO), and Provincial Infectious Diseases Advisory Committee (PIDAC) guidance.
Support and enable IPAC Hub Practitioners with coaching, assessments, education, and implementation of IPAC best practices, while maintaining Hub boundaries.
Support outbreak preparedness and help CLSs operationalize PHU outbreak direction, without duplicating PHU authority or responsibilities.
Reporting, Data Management & Accountability
Oversee preparation, data integrity and submission of Ministry-required monthly IPAC Hub activity reports, ensuring accuracy and completeness.
Lead the creation and submission of Quarterly Financial and Health Human Resource (HHR) Reports, working with hospital finance partners as required.
Analyze, monitor and report data trends of IPAC Hub program activities.
Stakeholder Relationships & System Collaboration
Develop strong partnerships with leadership and management across CLSs, prioritizing in-person meetings, to clarify roles, expectations, and shared responsibilities.
Attend Ministry of Health IPAC Hub meetings on behalf of the Hub.
Collaborate closely with Public Health Units (PHU) while ensuring the Hub maintains its supportive, non‑regulatory role, avoiding duplication of PHU responsibilities.
Escalate system-level issues to Ontario Health Regional Response Tables, as needed.
Attend Incident Management Team (IMT) meetings for homes requiring containment support, ensuring alignment with PHU outbreak direction.
Develop reference materials, disseminate a regular newsletter, and lead the Community of Practice meetings for partners.
Quality Improvement & Professional Growth
Apply QI methodologies to continuously improve Hub processes, resource utilization, and service delivery.
Ensure all Hub frontline staff meet Ministry proficiency expectations, including active pursuit or maintenance of CIC certification.
Promote professional development and ensure alignment with Ministry-funded education and competency requirements.
Qualifications
Bachelor's degree with relevant experience required.
Regulated health professional (e.g., RN, RPN, RT) preferred.
Master’s degree in a health-related discipline preferred
Certification in Infection Control (CIC®) required.
Minimum 5 years of relevant IPAC experience demonstrating clinical IPAC expertise and evidence informed decision making.
Minimum 3 years relevant leadership experience
Operational management experience within a hospital environment preferred.
Demonstrated clinical, managerial and administrative skills and progressive management experience.
Demonstrated Quality Improvement (QI) competency.
Experience supporting LTC, RH, or similar congregate settings.
Valid Ontario driver’s license and ability to travel throughout the region.
Experience collaborating with Public Health Units, Ministry agencies, or system-level stakeholders.
Familiarity with hospital governance, finance, and operational support structures.
Core Competencies
Relationship building & influence without authority.
Flexible, organized and self-directed within scope of responsibility; demonstrated initiative and independent judgment.
Demonstrated ability to establish effective interpersonal relationships with the ability to persuade motivate and influence.
Sound facilitation and negotiation skills with the proven ability to handle difficult situations with tact, diplomacy and sensitivity.
Systems thinking and stakeholder engagement.
Quality improvement and program evaluation.
Strong and concise communication (verbal, written, cross-sectoral).
Effective presentation skills.
Hours: Days- may be required to attend off-hours (subject to change based on operational needs)
Salary: Minimum: $60.88 per hour Maximum: $76.10 per hour
Mar 25, 2026
Full time
ORGANIZATION: William Osler Health System
POSITION: Non-Union Manager, Infection Prevention and Control Hub – One (1) Full Time
DEPARTMENT/CAMPUS : Infection Control – Peel Memorial Centre for Integrated Health and Wellness
POSTING NUMBER : REF10505N
HOURS: Currently Days (Subject to change in accordance with operational requirements)
Company Description
One of Canada's Best Diversity Employers and Greater Toronto's Top Employers for many consecutive years, William Osler Health System (Osler) provides a safe and supportive health care network to grow your career. Osler is nationally recognized for its commitment to patient safety and is Accredited with Exemplary Standing, the highest rating a Canadian hospital can receive. As a major Ontario hospital system, and home to some of the biggest specialty and emergency departments in the country, Osler serves the 1.3 million residents of Brampton, Etobicoke and surrounding communities. We are proud to offer you incredible exposure to best-in-class health care delivery and challenging hands-on opportunities to stay at the top of your game.
A hospital system built for and by the community, we continue to expand our services to meet the needs of a growing population, creating opportunities for increased hands-on skills development, cross-department training and promotional opportunities. Guided by our accomplished senior leadership team, together we are driving our vision of patient-inspired health care without boundaries.
At Osler, we invest in careers that go beyond where health care professionals like you can achieve their goals and find deep personal and professional fulfillment.
Job Description:
Osler's Infection Prevention and Control (IPAC) Hub builds capacity for the sustainable implementation of IPAC practices to protect the vulnerable populations in congregate living settings (CLS). These include long-term care homes, retirement homes, group homes, supportive housing and shelters. William Osler Health System’s IPAC Hub provides tailored guidance, networking opportunities, coaching, mentoring, training and education to CLS’ within the Central West regions of Brampton, West Woodbridge, North Etobicoke, and Malton.
The IPAC Hub Manager provides strategic, operational, clinical and administrative leadership for the IPAC Hub, ensuring the delivery of evidence-informed IPAC support to CLS’. The role ensures the Hub operates effectively, maintains compliance with Ministry guidelines, optimizes resource use, and fosters strong relationships with CLS partners, Public Health Units, and system stakeholders. The IPAC Hub Manager reports to the Director, Integrated Health Systems and is part of the Integrated Health Systems Program.
Leadership & Operational Management
Lead the day-to-day operations of the IPAC Hub, ensuring consistent, reliable service delivery.
Manage Hub resources in alignment with hospital administrative processes (e.g., HR, finance, privacy, IT), while ensuring Hub activities remain within the defined IPAC Hub scope.
Function as the designated IPAC Hub Lead for all Ministry communications, disseminating directives appropriately within the Hub and hospital structure.
Ensure adherence to Ministry expectations regarding in-scope/out-of-scope activities (e.g., education, coaching, outbreak support; but no inspections or clinical services).
Ensure Hub practices are evidence-informed using Ministry, Public Health Ontario (PHO), and Provincial Infectious Diseases Advisory Committee (PIDAC) guidance.
Support and enable IPAC Hub Practitioners with coaching, assessments, education, and implementation of IPAC best practices, while maintaining Hub boundaries.
Support outbreak preparedness and help CLSs operationalize PHU outbreak direction, without duplicating PHU authority or responsibilities.
Reporting, Data Management & Accountability
Oversee preparation, data integrity and submission of Ministry-required monthly IPAC Hub activity reports, ensuring accuracy and completeness.
Lead the creation and submission of Quarterly Financial and Health Human Resource (HHR) Reports, working with hospital finance partners as required.
Analyze, monitor and report data trends of IPAC Hub program activities.
Stakeholder Relationships & System Collaboration
Develop strong partnerships with leadership and management across CLSs, prioritizing in-person meetings, to clarify roles, expectations, and shared responsibilities.
Attend Ministry of Health IPAC Hub meetings on behalf of the Hub.
Collaborate closely with Public Health Units (PHU) while ensuring the Hub maintains its supportive, non‑regulatory role, avoiding duplication of PHU responsibilities.
Escalate system-level issues to Ontario Health Regional Response Tables, as needed.
Attend Incident Management Team (IMT) meetings for homes requiring containment support, ensuring alignment with PHU outbreak direction.
Develop reference materials, disseminate a regular newsletter, and lead the Community of Practice meetings for partners.
Quality Improvement & Professional Growth
Apply QI methodologies to continuously improve Hub processes, resource utilization, and service delivery.
Ensure all Hub frontline staff meet Ministry proficiency expectations, including active pursuit or maintenance of CIC certification.
Promote professional development and ensure alignment with Ministry-funded education and competency requirements.
Qualifications
Bachelor's degree with relevant experience required.
Regulated health professional (e.g., RN, RPN, RT) preferred.
Master’s degree in a health-related discipline preferred
Certification in Infection Control (CIC®) required.
Minimum 5 years of relevant IPAC experience demonstrating clinical IPAC expertise and evidence informed decision making.
Minimum 3 years relevant leadership experience
Operational management experience within a hospital environment preferred.
Demonstrated clinical, managerial and administrative skills and progressive management experience.
Demonstrated Quality Improvement (QI) competency.
Experience supporting LTC, RH, or similar congregate settings.
Valid Ontario driver’s license and ability to travel throughout the region.
Experience collaborating with Public Health Units, Ministry agencies, or system-level stakeholders.
Familiarity with hospital governance, finance, and operational support structures.
Core Competencies
Relationship building & influence without authority.
Flexible, organized and self-directed within scope of responsibility; demonstrated initiative and independent judgment.
Demonstrated ability to establish effective interpersonal relationships with the ability to persuade motivate and influence.
Sound facilitation and negotiation skills with the proven ability to handle difficult situations with tact, diplomacy and sensitivity.
Systems thinking and stakeholder engagement.
Quality improvement and program evaluation.
Strong and concise communication (verbal, written, cross-sectoral).
Effective presentation skills.
Hours: Days- may be required to attend off-hours (subject to change based on operational needs)
Salary: Minimum: $60.88 per hour Maximum: $76.10 per hour
