himalayasseo_indexablePosted 2026-09-06First seen 2026-09-09
Role overview
OVERVIEW
Reporting to the VP, Data Management & Program Delivery, the Director, Transition & Integration is accountable for the strategic planning and execution of select large‑scale, complex transitions across the enterprise, including enterprise transformation and strategic capability projects and a critical internal initiative to inhouse services. This role serves as the single point of accountability for end‑to‑end integration success, ensuring continuity of services, sequenced change, risk mitigation, and clear leadership communication throughout all phases of transition.
The Director operates as a central orchestrator, coordinating cross‑functional workstreams, proactively managing dependencies and pressure points, and ensuring that change is introduced in a disciplined, sustainable manner without compromising operational performance or service levels.
RESPONSIBILITIES
Lead and own the integration and transition roadmap of our select, large-scale initiatives across all phases (plan, mobilize, execute, stabilize).
Serve as the single point of accountability for overall transition and integration outcomes.
Coordinate cross‑functional workstreams on these initiatives to ensure alignment, readiness, and timely decision‑making.
Ensure integration milestones, success measures, and stabilization criteria are clearly defined and tracked by horizon.
Act as the enterprise focal point for these initiatives through transition coordination, enabling visibility across the organization.
Proactively monitor pressure points and emerging risks across technology, operations, people, and vendors as they relate to the implementation of these initiatives.
Surface issues early, escalate decisively, and drive resolution before risks become service disruptions.
Maintain a cohesive view of risks, issues, and dependencies across concurrent initiatives in-line with standard organizational risk management protocols.
Plan resource demands adequately to avoid parallel constraints and/or concurrent resource demands.
Balance the delivery timelines of these initiatives with operational capacity to protect performance, safety, and morale.
Partner with business and operational leaders to manage change saturation and ensure realistic execution plans-based timeline constraints.
Partner with operational, business and technology leaders to define and monitor continuity plans during transition periods.
Ensure service levels, customer outcomes, and regulatory obligations are maintained throughout integration of these initiatives
Track transition performance metrics and lead corrective actions where continuity is at risk and establish mitigation strategies to address, resolve or reduce risk profile.
Align leadership messaging to ensure clarity, consistency, and confidence throughout the change management lifecycle.
Reduce uncertainty by ensuring stakeholders understand what is changing, when, and why.
Enable leaders with clear transition narratives, decision points, and risk awareness.
Establish and operate effective transition governance structures.
Enable timely, informed decisions by synthesizing complex inputs into clear options and trade‑offs.
Ensure accountability across workstreams and remove barriers to progress.
QUALIFICATIONS
Education
Bachelor’s degree in business administration, Management, Operations, Engineering, or a related discipline required
Master’s degree (MBA, MPA, or equivalent) preferred
Formal training or certification in program management, change management, or integration methodologies (e.g., PMP, PgMP, Prosci, SAFe, ITIL) considered an asset
Experience
10+ years of progressive experience in enterprise transformation, integration, transition management, or large‑scale program leadership
Proven experience leading complex, cross‑functional transitions involving operations, technology, people, and vendors
Demonstrated accountability for end‑to‑end integration programs, including roadmap ownership, governance, and stabilization
Experience managing concurrent, high‑impact initiatives while maintaining operational continuity
Strong background working with executive leadership to enable timely decisions and align messaging
Experience in regulated, national, or mission‑critical environments preferred
Exposure to in‑housing, operating model shifts, or service delivery transformations is a strong asset
Knowledge/Competencies/Skills
Enterprise transition and integration management across complex, multi‑workstream initiatives
End‑to‑end ownership of integration roadmaps, milestones, and stabilization outcomes
Strong systems thinking with the ability to anticipate downstream operational, technical, and people impacts
Advanced risk, issue, and dependency management, with proactive escalation and mitigation
Change sequencing and capacity management to prevent operational overload and protect performance
Operational readiness assessment and service continuity planning during periods of significant change
Governance design and execution, including clear decision rights, escalation paths, and accountability
Ability to synthesize complex information into clear options, trade‑offs, and executive recommendations
Strong executive presence with the ability to influence and align leaders without direct authority
Clear, disciplined communication that reduces uncertainty and aligns leadership messaging
Proven ability to coordinate cross‑functional teams across Operations, Technology, HR, Finance, and Vendors
Performance monitoring and use of metrics to track transition health and integration success
High tolerance for ambiguity with calm, decisive leadership under pressure
Results‑oriented mindset with strong accountability for enterprise outcomes
Strong organizational awareness and judgment in navigating complex stakeholder environments
WORKING CONDITIONS
All CM employees work 40 hours per week, remotely from a Canadian home office environment.
This is a remote position with a flexible work schedule and periods of uneven workflow. May require periods of extended working hours to meet deadlines during peak business cycle.
The incumbent can adapt in a dynamic environment and has tolerance for change as Circular Materials implements its new program obligations.
The job demands management of projects across the country, and the candidate will be required to support these projects by adapting to multiple time zones when necessary.
PAY TRANSPARENCY
ExpectedCompensation:
An annual base salary in the range of $145,000 to $165,000.
The salary range listed complies with the OntarioEmployment Standards Actand reflects a potential base salary range for this role. The actual salary offered will be determined within the range, and will depend on factors, such as the candidate’s unique qualifications, relevant experience, work location and expected contributions.
Job Vacancy Reason
This position is a new role.
Artificial Intelligence
AI is not used during our hiring processes.
Applicant and Interviewee Communication
We thank all applicants for their interest. However, only those under consideration will be contacted.
Applicants who have been interviewed will be informed whether a hiring decision has been made within 45 days of their final interview.
Record Retention
Job posting records and associated application forms will be retained for at least three years.
ABOUT CIRCULAR MATERIALS
Circular Materials is a national not-for-profit producer responsibility organization (PRO) that supports producers in meeting their extended producer responsibility (EPR) obligations across Canada. Created by producers for producers, we design, , and deliver effective recycling programs that drive advance innovation, improve environmental outcomes and create value across the recycling supply chain.
Through full-service program delivery, including collection, management, promotion, education, and reporting, we are advancing systems where more materials are recycled and returned to producers for use in new packaging and products.
Learn more at circularmaterials.ca.
Circular Materials is an equal opportunity employer, committed to building a workforce that reflects diversity of thought, skills, experiences, and backgrounds as we work together to accelerate a circular economy for people and the planet.
Our inclusive hiring practices aim to foster a culture where all employees feel a strong sense of belonging. We are proud of our recent diversity survey results which showed that:
90% of employees believe Circular Materials fosters a strong sense of belonging for employees of all backgrounds.
86% of employees recommend Circular Materials as an inclusive workplace.
We welcome applications from candidates of all backgrounds, including Indigenous Peoples (First Nations, Inuit, and Métis), persons with disabilities, racialized individuals, and members of the 2SLGBTQIA+ community. Circular Materials is committed to reconciliation and to advancing Indigenous representation and partnerships across our organization and programs. We recognize that we operate on the traditional territories of diverse Indigenous Nations, and are dedicated to respecting Indigenous rights, governance, and contributions in our work and communities.
Circular Materials supports reasonable requests for accommodation in accordance with all applicable provincial accessibility standards. Requests for accommodation will be provided by Circular Materials through the recruitment and/or assessment processes, upon . This email is only used for accommodation requests.