Manager, Organizational Development

The Manager, Organizational Development (OD) is responsible for designing, delivering, and
continuously improving talent initiatives to drive organizational performance excellence and
overseeing the implementation of human resources related projects. This includes performance
management, succession management, workforce planning, leadership development, change
management, diversity initiatives, and workplace culture.

**Job Duties**:
Provides leadership, consultation and expertise in the planning, development, implementation, and evaluation of organizational initiatives and strategies, to meet short and long term needs in support of the corporate strategic plan.

Manages staff issues and provides leadership, guidance, support and direction to the Learning
and Development functions of the HR department including: hiring staff; conducting performance reviews and follow up, identifying training and development needs; coaching and motivating staff; and coordinating work activities and deciding on disciplinary action up to and including dismissal where necessary.

Drives the succession management, workforce planning, leadership development and talent
review processes, ensuring plans are regularly updated, as well as identifying potential risks for
the organization and aligning plans with corporate strategies.

Coaches and supports leaders by providing solutions that improve team effectiveness and
outcomes, and create a high performance culture (diagnose potential organizational problems,
recommend training and development, etc). This includes conducting and reporting on workforce analysis surveys.

Leads the organizational performance management process and creates a culture of
accountability and ongoing feedback with tools to support the process. This includes regular
reviews and evaluations of the performance management system, organizational competencies
and all related processes and procedures.

Oversees change management efforts to ensure effective communications and programs are
in place to support change.

Oversees the learning strategy for the organization.

Maintains all job descriptions to ensure consistency and to assist with sourcing and selecting of
quality talent for the organization.

Identifies and recommends diversity programs and initiatives to attract, recruit and retain a
diverse workforce. Partners with the Joint Equity, Diversity and Inclusivity committee and other
stakeholders to implement these programs and initiatives.

Acts as a WCB liaison in a community outreach capacity by developing and maintaining effective networking relationships with target group communities and educational facilities.

Oversees the analysis and reporting of Employment Equity data to identify trends and provide
recommendations to assist in achieving workforce representation among the designated
Employment Equity groups.

Acts as the diversity specialist on the Joint Equity, Diversity and Inclusivity committee.

Prepares reports and makes presentations to all levels of management and staff or external
organizations as required.

Develops and maintains effective working partnerships with internal and external clients and
stakeholders.

Chairs and/or participates on various WCB Committees.

Establishes and maintains working relationships with various consultants and experts in the Human Resources field in both the public and private sectors to ensure ongoing awareness of the latest trends and developments.

Makes presentations, provides group facilitation and conducts focus groups on human resources topics.

Provides input into the departmental budgets related to Learning Initiatives and Organizational
Development.

Maintains active membership in relevant professional organizations.

Pursues professional and personal development through continuing education and training,
literature reviews, workshops, seminars, etc.

Performs other related duties as assigned.

**Qualifications**:
University degree in Commerce, Business Administration or a related field

Minimum five (5) years of related HR professional experience, preferably in a unionized
environment. Knowledge in areas, including learning and development, performance management, succession planning and diversity initiatives is preferred. Experience in planning and executing projects is an asset.

Minimum two (2) years' experience managing direct reports.

Proficiency in the use of a personal computer and software in a Windows environment.

Excellent communication skills, both verbally and in writing including public speaking skills.

Strong interpersonal skills with the ability to utilize tact and discretion in dealing with sensitive
issues and confidential information.

Well-developed analytical, problem solving, initiative and independent decision making skills.

Ability to lead, manage and motivate staff.

Ability to lead and manage organizational change.

Ability to establish and maintain working relationships with all levels of internal and external
stakehol