Change Management Specialist

**JR101481**

**Change Management Specialist**

**Location**:Toronto-661 University

**Department**:Talent and Organizational Development

**The Role**:
The Change Management Specialist will be responsible to lead and support organizational and department change initiatives and change training. This role will develop and/or facilitate team adoption of new processes, structures, tools, and/or programs across the organization.

**Key Responsibilities -**
- Develop and implement change management plans that support employee adoption and transition across the area or organization.
- Build strong relationships with key stakeholders to complete needs analysis and tailor change solutions accordingly.
- Work with leaders to create clear, concise, and timely communication plans to keep employees informed and engaged during change efforts.
- Conduct change impact analysis regarding people, processes, and structures, providing insights and recommendations to mitigate risks.
- Design and lead team facilitation sessions to help departments navigate change, improve team dynamics, and align around new goals and processes.
- Create training materials, deliver workshops, and provide training and facilitation support to ensure employees are equipped for change.
- Develop project plans, work back schedules, roadmaps and communication plans for the launch of new change initiatives and change supports provided.
- Develop and implement solutions supporting sustainability of change initiatives and mitigating resistance to change.
- Track and measure the effectiveness of change initiatives, making necessary adjustments to improve outcomes.

**Knowledge and Skills -**
- Understanding of adult education and organizational development principles, team models, and leadership styles with the ability to incorporate these into solution design, leveraging appropriate modalities (blended learning).
- Strong communication, interpersonal, and partnership building skills to work collaboratively and build consultative relationships across the organization.
- Proven ability to facilitate team-building sessions and intact team interventions.
- Analytical and problem-solving skills to assess the impacts of change and develop practical solutions.
- Strong technical fluency with the ability to use a variety of virtual platforms (e.g., Zoom, Skype and Teams) and MS Applications (e.g., PowerPoint, Word, Excel, etc.) supporting change and organizational development work.
- Attention to detail, ensuring consistency, flexibility and sustainability of materials.

**Education and Experience -**
- Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
- 5 to 7 years of experience in change management, organizational development, or related roles, supporting change initiatives and adoptions across health care or public sector organizations in a unionized environment.
- Certification in change management (e.g., PROSCI) is preferred.

**Attributes and Competencies-**
- Supports the Manager Talent and Organizational Development to develop content related to developing policies, programs and procedures.
- Presentation skills to deliver and encourage adoption of change and change programs across the organization.
- Facilitation skills to deliver in-person and remote learning.
- Corresponds with external providers as required.
- Communicates verbally and in writing with employees, managers, etc. on information and decisions related to talent programs and policies.
- Develops working relationships with internal clients and external partners to solicit input, and to ensure issues are effectively managed and resolved, risks are identified and expectations are met.
- Prepares statistical reports or documents related to the monitoring and measuring of effectiveness of programs.
- Creates reports, briefing notes that are used by others to make an informed decision (i.e. for a course of action, to develop/approve a policy or a strategy to resolve an issue).
- Internal clients (employee, manager) are the primary focus of this role; efforts centre on improvement to HR service delivery, which has an impact across the organization and supports its public image and strategic goals.
- Continuously monitors programs, compiles and analyzes information to ensure appropriate changes are considered when developing solutions or recommendations. Input is sought from HR employees, managers, and may also include external sources of data (i.e. researches best practices and identifies opportunities to integrate them into existing plans).
- Builds and maintains internal networks to promote collaboration, solicit information, feedback and/or participation to facilitate successful deliverables and the best HR outputs. Use of internal networks generally involves the HR Leadership Team.
- Develops and sustains contacts with industry counterparts to build information exchange networks and maintain best practice knowledge.
- Monitors effectiveness of r