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We’re one of Canada’s largest pension investment managers, with CAD$230.5 billion of net assets as at March 31, 2022.

We invest funds for the pension plans of the federal public service, the Canadian Forces, the Royal Canadian Mounted Police and the Reserve Force. Headquartered in Ottawa, PSP Investments has its principal business office in Montréal and offices in New York, London and Hong Kong.

Capturing and leading complex global investments requires us to work as one to seize valuable opportunities, in close collaboration with some of the world’s top companies. At PSP, you’ll join a team of motivated and engaged professionals, dedicated to propelling our organization further than ever before.



At PSP, we encourage our employees to grow, forge powerful relationships, contribute and fuel inspired investment launchpads. We are committed to a culture that fosters collaboration and allows us to think beyond, in an interconnected way. We advocate for our employees to speak-up, learn, experiment, share, and be part of an inclusive work environment where diversity is embraced.


Strategic Workforce Planning:

  • Define the long-term vision and three-year roadmap for workforce planning team, including building our capability to conduct long-range talent planning, leverage talent intelligence to inform people strategy, and provide expertise in org design.

  • Partner with senior leaders to understand and address the changing nature of work and related capabilities required for the future at PSP.

  • Create and execute on workforce strategies and roadmaps that help maximize our human and technology capabilities.

  • Forecast future talent needs and the availability of right talent to address business needs.

  • Establish a regular cadence and process for refreshing and refining workforce plans; roll-up and share outcomes/action plans with relevant stakeholders including Talent Acquisition, Talent team.

Headcount Management

  • Be an active member of headcount planning in partnership with Finance, HRBPs, Business leaders, People Strategy and Analytics… to set and manage quarterly headcount targets across the business.

  • Support the development of workforce dashboards and reporting processes (e.g., weekly headcount tracker, location tracker, capacity planning dashboard for recruiting, etc).

  • Facilitate change management as workforce needs or headcount targets change, partnering closely with the Recruiting team on shifting priorities for hiring.

  • Contribute to improving the procedures and processes, including the development of Leader Guides, Playbooks, tools and templates

Workforce Analytics:

  • Partner with the Finance team to conduct supply and demand analysis, business scenario planning, and forecasting.

  • Track ROI of investments and identify ways to report key metrics (e.g., cost savings, efficiencies gained).

  • Partner with People Analytics team on workforce analytics projects, including predictive analytics, dashboards/data visualization, and identifying trends and recommendations.

  • Conduct external benchmarking research and refresh key workforce metrics to support HRBPs and business leaders with WFP discussions.

Future of work:

  • Understand and advise how robotics, automation, and other factors will stand to change the workforce required in the future.

  • Build different scenarios for expected volume with consideration for utilization, efficiency, and productivity

  • Factor changes in capacity planning models and evaluate the real-world impact

  • Become known as the “go to” person for all areas of organizational design, workforce analysis and optimization

  • Maintain reports and metrics to assess the efficiency and capability of the workforce and organizational structure

  • Support the identification of critical roles for the organization

  • Provides consultation on organizational design plans through external benchmarking of organizational structures and best practice views


  • This role will lead workforce planning initiatives

  • Primary HR resource working with leaders to proactively plan, maintain and monitor the workforce plan to ensure resources are recruiting in time and with the required skills to meet organization’s current and future skills needs

  • Oversee the strategic workforce plan by ensuring it is updated and maintained in line with business needs and objectives

  • Works with leaders to identify, plan and proactively manage project resources to fill business critical roles

  • Supports the business through project life cycle to strategically manage and deploy talent

  • Applies an understanding of the project context, the business operating model and ways of working to enhance decision making, productivity and value chain performance

  • Makes evidence based and strategic decisions in alignment with longer-term business objectives.

  • Build and maintain collaborative relationships with hiring managers and stakeholders to understand their hiring needs while providing expertise on market trends and hiring recommendations.

  • Gains support for and negotiates outcomes that achieve mutually beneficial goals.

  • Identifies, engages and manages a range of diverse internal and external stakeholders.



  • 8+ years experience in a global, corporate organization in a combination of Workforce Planning, Analytics, Finance, and/or Consulting roles Experience partnering with Finance/FP&A on headcount management, long-range planning, and forecasting; experience with company-level planning processes required

  • Collaboration: Able to establish and maintain key cross-functional relationships across the organization (e.g., Finance, HRBPs…); able to work effectively in a global, matrixed organization and in a virtual environment

  • Communication: Able to package and present complex analysis and recommendations; excellent verbal and written communication skills

  • Agility: Able to adapt to shifting priorities and the changing demands of business, manage ambiguity, drive results with a sense of urgency, and thrive in a fast-paced environment

  • Business Acumen: Breadth and depth of experience working with business leaders across functions; able to deeply understand the talent and financial implications of a company strategy

  • Analytics: Able to contribute in modeling tools, dashboards, and data visualizations; ability to analyze multiple sources of information/data, identify trends, translate data into insights, and develop recommendations based on analysis

  • Technology: Foundational experience with Workday data/reporting and technology implementation required

  • Project Management: Able to lead complex cross-functional projects with multiple stakeholders or be the single driver of a project

We offer a competitive total rewards and benefits package* designed to attract and retain top talent, reward performance, and reinforce business strategies and priorities. Beyond salary and incentive pay eligibility, your package includes:

  • A flexible hybrid work model with a mix of in-office and remote days based on business groups, teams, and roles, including a periodic allowance to support any hybrid related needs

  • Competitive pension plans

  • Comprehensive group insurance plans

  • Unlimited access to virtual healthcare services and wellness programs

  • Generous and inclusive paid family leave

  • Vacation days available on day one with additional vacation days on milestone service anniversaries, and summer Friday afternoons off

  • Investment in career development

*Benefits package may vary based on your employee type.

At PSP, we aim to provide an inclusive workplace where we leverage diversity and where everyone feels valued, safe, respected and empowered to grow. As part of this leadership commitment, we strongly encourage applications from all qualified applicants and strive to offer an inclusive and accessible candidate experience. If you require any accommodation for any part of the recruitment process, please let us know.

Vaccination: We are committed to a healthy and safe work environment. As a Canadian Crown Corporation with offices around the world, we adhere to Canadian and local government guidelines regarding COVID-19. Vaccination is not currently a mandatory employment criteria. However, this is subject to change, depending on Canadian and local government guidelines.