Od Consultant

This is a term position with an expected end date of December 31, 2024 with the possibility of extension.

**What you'll do**:

- Assist in the design, delivery and implementation of strategic organizational effectiveness initiatives, strategies and frameworks that support SCIC's workplace strategy including facilitation of annual talent review and succession and development planning activities.
- Administer the succession planning process and work with managers and high potential succession participants to develop individual competency development plans and monitor their effectiveness.
- Provide leadership and expertise in developing talent plans through facilitating talent gap discussions and consulting with managers, supporting career pathing/development planning sessions to mitigate those gaps.
- Provide direction and support to managers and staff regarding the Education Sponsorship Program and course reimbursements alongside career planning initiatives.
- Research, develop and evaluate manager/leadership training-related programs, policies and procedures.
- Develop, implement/deliver and maintain learning and development programs related to leadership development, including course and curriculum content creation and training facilitation.
- Lead SCIC’s mentorship match process.
- Conduct needs analysis of organization’s learning needs by consulting organizational leaders, HR, analyzing data and conducting research and provides input into annual corporate learning plan.
- Maintain talent related information in SCIC’s Human Resource Management system.

**Qualifications**:

- To be successful in this position you will need a degree or diploma in Human Resources, supplemented with three years’ related experience in HR, ideally within talent development.
- A Certified Human Resource Professional (CHRP) or Certified Talent Management Practitioner (CTMP) designation would be considered an asset.
- Knowledge of adult education practices, including conducting needs assessments, designing and developing training courses and materials, and implementing and evaluating training programs with familiarity with the Kirk Patrick Model of Learning Effectiveness.
- Thorough understanding of organizational development, training, leadership, performance management, and change management theories, methods, and practices.
- Comprehensive HR research skills and experience.
- A criminal record check is required.
- Must possess a valid driver’s license and be willing to travel throughout the province.

**Competencies**:

- **Service Excellence**:Delivers and provides additional information or service beyond customer expectations. Builds rapport and committed relationships. Develops and implements practices and programs that will benefit the organization while improving customer satisfaction and customer experience.
- **Personal Leadership and Development**:Models integrity and inclusiveness by being open, acting with empathy, sharing resources/knowledge across teams and being respectful of all skills and viewpoints. Balances organizational, team and individual commitments. Listens and influences others to generate enthusiasm.
- **Strategic Thinking**:Provides input to help formulate corporate priorities. Translates high level and complex information into realistic plans. Reprioritizes annual and operational responsibilities in order to respond to changing needs of the organization.
- **Decision Making**:Able to adapt decisions based on new or changing information. Balances risk and potential implications before making a decision. Makes timely decisions even when information is unclear or limited.
- **Innovation**:Adapts methodology and ideas quickly for immediate or anticipated changes in the environment. Thinks outside the box to identify new solutions. Reflects on current environment and how the change will be received.
- **Analytical Thinking**:Asks pointed questions and does research to learn more about the issue. Reflects on past experience and organizational practices and processes to develop consistent action plans. Makes revisions and alters solutions when required.
- **Team Collaboration**:Develops relationships by establishing respect, trust, support and understanding. Seeks the opinion of others when developing solutions. Uses different behaviours appropriate to the situation at hand to achieve desired results.
- **Building Organizational Community**:Ensures cross-team collaboration for organizational effectiveness. Shares resources to solve mutual problems. Facilitates the discussion of issues between individuals, teams and divisions.
- **Communication**:Presents constructive feedback or difficult communication in a manner that supports expectations and fosters an open conversation. Uses open-ended questions, active listening and dialogue to encourage others to provide information about underlying needs or issues. Identifies and presents information that will motivate, persuade, engage or influence others.