Temporary Coordinator, People & Talent (up to 12 months)

Located on the historic, 386-kilometreTrent-Severn Waterway in the heart of the Kawartha tourism region, Peterborough is a unique community known for its exceptional quality of life and beautiful setting. The city has been named one of 52 destinations to visit in 2025 by the New York Times.

The City has been shaped by its connection to the waterway, nature, and by the people who call it home. Peterborough is a community of doers and dreamers that are resourceful, passionate, creative and brimming with local pride.

Before it was ever known as Peterborough, this land was called Nogojiwanong – Ojibwe for “the place at the foot of the rapids.” Today, the city remains continuously in motion, guided by a deep sense of community and connection. The City is located on the Treaty 20 Michi Saagiig Anishinaabeg territory and in the traditional territory of the Michi Saagiig and Chippewa Nations, known collectively as the Williams Treaty First Nations.

Job Details

The Temporary Coordinator, People & Talent provides coordination and administrative support within the Workforce Strategy and People Operations portfolio and contributes to activities across all People and Culture functional areas as assigned. The role supports core People and Culture (P&C) programs by organizing meetings, preparing materials, maintaining program records, and coordinating multi‑step workflows, and running assigned recruitment processes, including supporting interviews and related documentation. The Coordinator strengthens consistency and service quality by ensuring documentation is complete and accurate, timelines are met, and processes follow established standards.

Reporting to the Senior Manager, Workforce Strategy and People Operations, the Coordinator works closely with P&C management and internal partners to support timely follow‑through on P&C activities that directly influence the employee experience. Provides guidance and coaching to employees and managers on navigating P&C processes, understanding required steps, and ensuring documentation aligns with established standards. The role represents P&C in routine interactions by offering reliable guidance, facilitating alignment when stakeholders have varying interpretations or needs, and reinforcing consistent use of approved tools, templates, and workflow practices. Through steady coordination, accuracy, and professional communication, the position contributes to timely service delivery and positive, trust‑based relationships across the corporation.

Key Responsibilities

Workforce Strategy, Organization Design and P&C Program Coordination

• Supports project leads across a wide range of P&C initiatives, including job evaluation process updates, onboarding program enhancements, new‑hire orientation content improvements, and planning/coordination of orientation delivery, by preparing materials, coordinating logistics, drafting content, and tracking action items.
• Supports organizational design and workforce planning, organizing structure review documentation, maintaining current org charts and position‑tracking tools, preparing structure charts and role summaries, and coordinating departmental consultations related to staffing structures and role alignment.
• Contributes to policy, governance, and program documentation by preparing drafts, tracking edits, organizing research notes, maintaining version control, and ensuring documents are published, archived, and stored correctly in SharePoint.
• Coordinates job evaluation processes, reviewing submissions for completeness, preparing panel materials, scheduling JE meetings, taking notes, updating JE files and logs, and posting updated evaluation or point‑factor documents.
• Provides clear guidance to employees and managers on required P&C process steps, ensuring documentation meets standards, timelines are understood, and requests align with approved practices. Helps reconcile differing documentation expectations or process interpretations by clarifying impacts, resolving inconsistencies, and guiding stakeholders toward practical, compliant solutions.
• Maintains divisional documentation and workflow tools by managing version control, maintaining logs, building tracking tools and checklists, and ensuring all materials are accurate, accessible, and audit‑ready.
• Supports change‑management and process‑improvement activities by documenting updates, taking notes during improvement sessions, organizing follow‑ups, and assisting with workflow updates, including collaboration with IT on updates to workflow tools, SharePoint pages, automation features, dashboards, and practical templates or guides.

Learning, Development & Performance Program Coordination

• Coordinates logistics for corporate and P&C learning activities, including scheduling sessions, booking rooms or virtual platforms, preparing materials, sending participant communications, and tracking attendance to support smooth and consistent program delivery.
• Maintains and updates learning and performance documentation, including training resources, presentation materials, program content, templates, and reference files, ensuring materials remain current, accurate, and accessible to employees and leaders.
• Tracks mandatory, corporate, and onboarding‑related training requirements, monitors new‑hire training completion, and prepares follow‑ups to support reporting, compliance, and timely completion of legislated or corporate training.
• Provides guidance to employees and leaders on navigating performance tools, understanding process steps, locating resources, and meeting program timelines, helping reinforce a consistent and supportive employee experience.
• Supports performance program administration by preparing materials, maintaining schedules, tracking participation, and organizing documentation to ensure consistent rollout, timeline alignment, and continuous improvement of the program.
• Supports the administration of total rewards activities by preparing compensation‑related documents, tracking benefit eligibility, coordinating with Compensation & Benefits Administrators, and ensuring records are accurate, complete, and audit‑ready.
• Collects, organizes, and validates data for compensation cycles, pay‑for‑performance reviews, and reporting, while maintaining up‑to‑date employee records tied to compensation adjustments, job changes, and benefits.

Talent Acquisition, Onboarding, Orientation & Employee Lifecycle Support

• Prepares employment lifecycle documentation such as end‑of‑contract notices, extensions, employee action forms, job change updates, and other employee records, ensuring information is complete, accurate, and aligned with approved processes.
• Coordinates corporate onboarding and orientation activities, including preparing onboarding packages, updating checklists and tools, managing tracking systems, and working with internal partners to ensure workplace readiness.
• Delivers or co‑facilitates orientation sessions and ensures all onboarding resources, templates, and communication tools are current, properly versioned, and aligned with corporate standards to support a consistent new‑hire experience.
• Provides recruitment coordination including job posting support, interview scheduling, candidate communication, welcoming candidates onsite, preparing offer documents, assisting with pre‑employment steps, and maintaining organized competition files and vacancy tracking.
• Coordinates and runs recruitment processes as assigned, including drafting postings, screening applicants, scheduling and participating in interviews, supporting panel facilitation, and ensuring all recruitment documentation and workflow steps are completed accurately and on time.
• Ensures onboarding resources, templates, and communication tools remain current, properly versioned, and aligned to corporate standards to support a smooth and consistent new‑hire experience.
• Supports probation and lifecycle compliance by tracking probation timelines, ensuring required forms are completed, maintaining accurate employee records, and assisting with exit documentation and offboarding tasks.
• Provides guidance to new employees and managers by explaining onboarding expectations, required steps, key timelines, and how to navigate available tools, resources, and lifecycle documentation.

Operational Coordination and Process Support

• Supports the coordination of P&C operational processes and internal workflows, helping ensure activities move forward consistently across teams and that information flows effectively between divisions.
• Coaches staff on the correct use of templates, forms, and workflow tools, supporting consistent process execution and ensuring documentation meets established administrative and version‑control standards.
• Maintains, updates, and organizes P&C templates, procedures, and documentation, applying version control and ensuring resources are easy to find, current, and aligned with established processes.
• Tracks service requests, inquiries, and recurring divisional tasks, helping P&C leaders understand workflow volumes, follow‑up requirements, and opportunities to improve service responsiveness.
• Coordinates cross‑team activities, ensuring consistent documentation, shared understanding of deadlines, and smooth hand‑offs between P&C functional areas.
• Supports digital workflow improvements by collaborating with IT on updates to workflow tools, SharePoint pages, automation features, and dashboards, and identifying opportunities to streamline administrative processes.
• Provides administrative support for labour relations activities by organizing meeting logistics, preparing background materials, tracking follow‑up items, and maintaining accurate, confidential records for bargaining meetings, documentation requests, and other routine LR processes. Also prepares internal communications, meeting materials, and presentation content, and provides backup to the P&C Administrative Assistant to support consistent service delivery.

Qualifications and Other Pertinent Details:

• Post‑secondary degree in Human Resources, Business Administration, or a related field.
• Certified Human Resources Professional (CHRP) designation or active progress toward CHRP with HRPA membership in good standing.
• Minimum three (3) years’ experience providing coordination or administrative support within a People & Culture/Human Resources function, or equivalent.
• Demonstrated experience supporting core HR functions, including recruitment coordination, onboarding and training logistics, job evaluation or classification support, employee and labour relations documentation, and the interpretation and application of HR policies and employment‑related legislation.
• Experience maintaining HR, workforce, or organizational documentation, such as org charts, job descriptions, templates, and program materials, with strong attention to detail and version control.
• Ability to travel to various City work locations as required, in a timely and reliable manner.

Hourly Wage: 

$47.95-$52.41/hour, based on direct related experience.

Application Information

Qualified applicants are invited to submit 1 file containing a résumé and cover letter (ensure your name is in the title of the document), quoting file number 26-T-59 on the file as well as in the subject line, no later than 11:59 p.m. (midnight) on April 14, 2026, to, recruiting@peterborough.ca.

The City of Peterborough is an organization that strives to embrace the spirit of inclusion, diversity, equity and accessibility. We are an equal opportunity employer committed to building an inclusive and barrier-free environment in which all individuals have access to the City's goods, services and facilities. If contacted for an employment opportunity, please advise People & Culture if you require an accommodation. 
The personal information submitted for employment is collected under the Freedom of Information and Protection of Privacy Act and will be used to determine eligibility for employment. We thank you for your application but advise that only those selected for an interview will be contacted.