Manager, Organizational Development

**COMPETITION NUMBER: 1137** **PEOPLE, CULTURE & EQUITY** Reporting to the Director, Organizational Development & Effectiveness, the Manager, Organizational Development is responsible for overseeing, and partnering with Organizational Development team members to design, implement and regularly evolve programs to support the development of individuals, teams and leaders. This will be achieved through mentoring and coaching of team members while also working alongside them in the delivery of experiences for employees including workshops, learning sessions and facilitations. Specifically, the Manager will lead a multi-disciplinary team including Organizational Development Consultants each with varying program focus areas (Leadership Development, Team Development, Career Development) and an Organizational Development Specialist as well as an Organizational Development Coordinator. As a member of the People, Culture & Equity Leadership Team, the Manager will be responsible for developing and implementing tactics associated with the college’s People Strategy and annual business plans that span across the portfolio. They will serve on cross-organizational committees and working groups and collaborate with the portfolio on initiatives designed to positively impact employee experiences. In the absence of the Director, they will lead the division in an acting capacity. They will be a role model of the college’s Q’s (values), including find ways forward, be dependable, we>they, work at play & play at work, be compassionate, lead from where you are, start small & think big, have honest conversations and be boldly curious and intentionally courageous. **HOW YOU WILL MAKE A DIFFERENCE**: **Leadership** - Responsible for recruiting, retaining, developing, engaging and supporting team members that report to this role (4-5 team members). - Provides strong leadership to a team of highly skilled and experienced team members/ thought leaders, effectively balancing empowerment with engaging in compassionate critical conversations to ensure that approaches will produce sound thought-leadership that aligns with organizational strategy. - Holds key responsibility for determining what service requests to accept and prioritize, and which to not proceed with as an element of managing workload for the department. - Partners with other people leaders within the portfolio to develop employee experience action plans for the portfolio/ division (i.e. - employee engagement, psychological safety) based on a variety of data points including but not limited to survey results, themes from stay and exit interviews. - Uses data to measure effectiveness of organizational development programs at the college. **Program Development and Implementation** - In partnership with Organizational Development Consultants, develops long-term strategic plans to mature the individual, team and leadership development programs, using an evidence-based approach and monitoring plans which include the tracking of metrics designed to measure program success. - Regularly monitors research and other external data sources surrounding best and emerging practices and approaches related to developing individuals, teams and leaders. - With the support of the portfolio’s HR Business Analyst, this role establishes and monitors key metrics designed to monitor the effectiveness of the programs and services provided by the department. - Co-facilitates learning and development opportunities with Organizational Development Consultants as a “doing manager” that carries supervisory as well as program delivery responsibilities. **Cross-Organizational Collaboration** - Represents the division and/ or the People, Culture & Equity portfolio on a variety of committees and working groups, lending expertise in the areas of individual, team and leadership development. - Develops and maintains policies and procedures related to employee learning, and the development of individuals, teams and leaders. **Strategic Implementation** - As a member of the People, Culture & Equity leadership team, co-creates business plans based on organizational needs to accomplish strategic goals and the organization’s People Strategy. - Monitors and drives action within the department toward the accomplishment of commitments outlined within the portfolio business plan, communicating effectively if mid-cycle adjustments are needed; or if communication on delays is required, this position will connect with the Director in a timely manner. **WHAT YOU BRING**: - Post-secondary education in business, human resources, learning and development or leadership. A degree is required though a master’s degree is preferred. - Experience with organizational development (minimum 5 years though equivalencies may be considered). - Working within a post-secondary or public organization is strongly preferred (minimum 3 years). - Integrating equity, diversity and inclusion into learning and development programs is strongly