Leadership & Organizational Development Consultant

The Leadership & Organizational Development Department is dedicated to supporting leaders through consultative support of their leadership development and the functioning of their teams in alignment with strategy, mission and values, and corporate goals and objectives. The Leadership & OD Consultant is the network change agent responsible for supporting the design of corporate initiatives to meet the needs of their respective clients. The Leadership & OD Consultant is accountable for curriculum design of leadership development and team interventional work to meet the challenges of an ever-changing environment and lead more productive, fulfilling and satisfying work lives.

The Learning and Organizational Development Consultant (L&OD) is responsible for designing, developing and facilitating competency and capability training to leaders and staff in support of the network’s Strategic Plan. The L & OD consultant will partner with leaders at all levels to support their teams through development and deployment of programs related to change management, employee engagement, team development, and psychologically healthy organizational culture.

**Duties and responsibilities**
- In consultation with Director, Leadership and Organizational Development and other key program stakeholders, conduct needs assessments and analyze data to forecast training needs and develop annual plan in support of strategic objectives;
- Plan for and make recommendations for implementing evidence-based L&OD practices;
- Incorporate adult learning principles, organizational development principles, instructional systems design principles, and relevant empirical research in the development of curriculum and materials for training delivery;
- Deliver innovative and interactive blended training programs, workshops and activities focused on skill development rather than knowledge dissemination;
- Facilitate corporate orientation for all new staff (if and when needed) and new leader onboarding program for new leaders;
- Conduct training evaluations to assess knowledge transfer on the job.
- Working with Health Centre leadership and in collaboration with HR Business Partners, support the various components of the Talent Development framework that includes establishing manager/director level accountabilities, competencies, and development;
- Conduct team diagnostics upon request; develop and implement suitable interventions to enhance team functioning and productivity;
- Coach individual leaders to achieve desired competencies and capabilities in alignment with leadership framework;
- Assess departmental, program, and/or organizational readiness for change; develop and execute appropriate change management interventions;
- Develop and deliver programs to build individual-, group-, and enterprise-level resilience to manage and thrive in continuous and simultaneous change initiatives at the Health Centre;
- Support leaders and teams in understanding their employee engagement data and developing and executing action plans to boost or maintain engagement levels.
- In collaboration with Director, Leadership and Organizational Development, initiate, plan, execute, close, and control enterprise-level projects and impact events related to corporate learning and organizational development, specifically employee engagement, leadership development, change management and recognition;
- Determine project scope, resources, risk, quality, cost; Develop requirements’ documents; Develop training plans; Define quality gates for each project methodology phase; Define critical success factors; Schedule and execute implementation and post-implementation plans.
- Perform cross functional and other duties as assigned

**Qualifications**
- Bachelor’s Degree in Psychology, Business, Education, Health Disciplines or Related Field;
- Master's Degree in Industrial-Organizational Psychology, Organizational Development, and/or Adult Education;
- Experience in Design, Delivery, Facilitation and Evaluation of adult training programs (3 years);
- Significant experience working with small groups and individuals on team building, conflict resolution, group dynamics (3 years);
- Change Management Practitioner designation preferred
- Implementation experience in change management methodologies (2 years);
- Experience in multi-source data analysis, interpretation, and action planning (2 years);
- Implementation experience for leadership development programs (1 year);