HR Consultant - Organizational Development

SGI • Weyburn, SK

6d • CA$81,758 - CA$109,002 • Hybrid

About The Position

The HR Consultant - Organizational Development is responsible for developing and executing organizational development programming, including workforce planning, succession planning, culture initiatives, employee experience programs, and performance management. This role aims to advance the corporation by supporting its people strategies and Target Operating Models. The consultant will conduct research, analysis, and reporting, and design programs to enhance individual and team capabilities. They will collaborate with People Relationship Managers (PRMs) and stakeholders at all levels, including senior leaders, to improve organizational effectiveness and ensure talent programming aligns with corporate strategies, preparing the organization for the future.

Requirements

• Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.
• Certification in organizational development.
• Five years’ related experience in organizational development.
• Knowledge of organizational development foundations and workforce planning theory and practice.
• Knowledge of HR functions and how they interconnect.
• Knowledge of SGI’s vision, values and strategic imperatives and corporate direction.
• Knowledge of consulting and needs assessment processes.
• Knowledge Microsoft Word, Excel and PowerPoint.
• Ability to communicate clearly, concisely and targeted to the audience, orally and in writing.
• Ability to identify and understand issues and problems and generate a number of solutions, evaluating the value of each to improve results.
• Skill in consulting and facilitating.
• Skill in project management in order to plan, manage and execute projects.
• Skill in analysing data leveraging Artificial Intelligence tools.
• Accountability - Provides Direction and Sets Expectations
• Business Acumen - Applies Broader Business Metrics and Understands the Internal and External Environment
• Change Agility - Makes Change Real for Others
• Leadership - Leads the Team

Nice To Haves

• A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.

Responsibilities

• Develop, design, and deliver programming based on organizational needs, consulting with PRMs, leaders, and stakeholders to identify requirements and conduct needs assessments.
• Design, deliver, and manage programming aligned with HR frameworks, applying a diversity, equity, and inclusion lens to all content.
• Customize programs and materials, work with external vendors, define outcomes and evaluation criteria, and conduct pilot programs and evaluations.
• Support the creation of programs to address structure/role changes and assist in change adoption.
• Collaborate with leaders and Organizational Change Management (OCM) to address organizational design issues identified through succession/strategic planning.
• Support OCM and PRMs in organizational design work, including the creation of the organizational design toolkit and process.
• Consult and collaborate with other HR departments and leaders to enhance team effectiveness.
• Conduct diagnostics to identify team effectiveness issues and design solutions.
• Facilitate team management discussions to enhance team effectiveness using existing tools and assessments.
• Advise Employee Relations (ER) when a conflict requires their support.
• Lead the administration and application of assessments and organizational/team tools (e.g., EQi, 360, Birkman, DiSC, Minden Assessment process), including debriefs and development plans.
• Support other HR areas in investigations/interventions and assist with compiling information or data.
• Use data from various sources, including surveys, to provide insights and drive program changes or enhancements.
• Develop individual customized leadership development plans as part of the succession process.
• Provide coaching support to management on their performance and development, and support management in dealing with their team's performance development.
• Research leadership tools and assessments, administer and debrief them to support leadership development.
• Collaboratively create and manage senior leadership and management coaching and mentoring programs.
• Manage external coaching assignments, including tracking and follow-up.
• Lead the design, implementation, evaluation, and evolution of an employee experience program within divisions.
• Oversee and ensure effective management of the employee experience and engagement program, including liaising with the SGI Insights team, understanding and delivering survey results, supporting engagement action planning, and maintaining reporting requirements.
• Support the strategic culture program and annual reinforcement plan, ensuring diversity, equity, and inclusion are integrated.
• Collaborate with Culture Committees to research, define, establish, evaluate, and review culture outcomes and measurements.
• Research areas requiring focus, bring recommendations to leadership, and initiate corrective action for culture advancement.
• Identify and design plans to support the ongoing development of groups experiencing challenges in driving culture forward.
• Ensure the corporation’s desired-state culture is integrated into all HR programming.
• Support the work within the Culture and Diversity Equity & Inclusion Committees.
• Research, design, implement, and review performance management programs.
• Consult on the effectiveness of objectives and competencies, providing feedback on ratings and the use of the competency model.
• Collaborate with ER to support leaders and employees on performance progress and provide advice and guidance.
• Provide tools and resources to support annual PDP calibration exercises.
• Administer performance processes and lead the year-end reporting process.
• Review and evaluate the competency framework annually, recommending changes for strategic alignment.
• Collaborate with the Corporate Learning team to support performance training.
• Collaboratively establish workforce planning framework and tools, leveraging technology.
• Consult with leaders on the development of workforce plans.
• Compile trends and analyze data to inform leaders of the workforce picture and potential risks.
• Conduct research and analysis to collaboratively build talent management plans to mitigate risks.
• Develop risk mitigation plans in conjunction with leaders, PRMs, and other HR areas.
• Work with leaders to create and support the implementation of development plans to address identified gaps.
• Design tools and processes for job movement, role changes, and retention strategies.
• Facilitate workforce transition discussions and support leadership development of displaced leaders.
• Create and/or source tools and assessments for the succession process and apply them.
• Engage with leaders to identify and develop high-potential leaders for the SGI talent pipeline.
• Support the Corporate Leadership Development committee with identification, development, and reporting of high-potential talent.
• Gather and analyze data to create individual succession plans and support leadership development.
• Actively contribute to and support a culture of a high-performing workforce.
• Participate in divisional succession plans, ensuring professional and career development.
• Support a culture of leadership and accountability to deliver on strategic and corporate strategies.
• Be actively committed to leadership development across the company.
• Enable the success of programs and policies aligned with corporate, strategic, and divisional strategies.
• Manage risk within the area of authority.
• Ensure the Health, Safety and Emergency Management Policy is applied in the area of responsibility.

Benefits

• Meaningful work, opportunities for growth, and a strong sense of belonging.
• Inclusive hiring practices that create meaningful opportunities for Indigenous peoples and support a workforce reflective of the communities we serve.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level