Manager, Organizational Transformation

Canadian Medical Protective Association • Ottawa, ON

4d • $135,600 - $181,400 • Hybrid

About The Position

The Strategy & Organizational Transformation department leads agile and integrated enterprise management processes, supports CMPA departments in meeting planning and reporting commitments and navigating change, and plays an important planning and support role on enterprise-wide transformational change initiatives. Its core functions include strategic planning, strategic issues analysis, enterprise risk management, operational planning, performance measurement and reporting, evaluation, and organizational change planning and enablement. This position helps ensure that these functions are connected to the design, planning, and execution of major organizational changes. Reporting to the Director, Strategy and Organizational Transformation, the Manager, Organizational Transformation leads a team that plays a key role in supporting the Association’s continued modernization by planning and enabling the people side of transformational change. The role is accountable for developing and delivering integrated transformation and change plans, building distributed change expertise and capacity across the organization, and supporting departmental clients with specialized advice and tools. Given the corporate and strategic nature of this role, the Manager works closely with senior and executive leaders to identify, define, and implement transformational change, and partners with departmental management teams to provide guidance and support throughout the change lifecycle.

Requirements

• Minimum 4-year university degree in business administration, organizational development, social sciences, or a related field of study
• Minimum of 10 years of relevant experience in organizational transformation, change enablement, strategy execution, management consulting or related discipline, including demonstrated experience leading complex, cross-functional change initiatives
• Minimum of 8 years of experience leading a team along with providing coaching and guidance to other professionals
• Deep understanding of organizational change enablement principles, models, and practices, and the ability to tailor approaches to the CMPA context
• Strong analytical and systems thinking skills, with the ability to connect strategic, operational, risk, and performance insights to transformation and change strategies
• Experience with collaboration tools and standard office applications; familiarity with project and portfolio management practices
• Demonstrated experience as a trusted thought partner to functional leaders and executive sponsors; strong consultation, relationship-building, and influencing skills, with demonstrated ability to work effectively with senior and executive leaders
• Demonstrated experience facilitating cross-functional discussions where priorities, resources, and dependencies intersect, supporting informed and timely decision-making
• Demonstrated experience leading change plans and activities for enterprise or large-scale initiatives, ideally in a professional services, healthcare, public sector, or member-based environment
• Leadership: with a growth mindset, takes a corporate, long-term view in defining and communicating goals and outcomes to the team that provide direction, purpose, and inspiration. Sees the "big picture" of how all functions work together to produce value to members and stakeholders. Exceptional collaborator, communicator, and facilitator. Fosters a positive culture of trust and respect where team members feel valued and supported.
• Project management: develops project plans; coordinates projects; communicates changes and progress; completes projects on time and budget; manages project team activities; firm knowledge of project management and agile methodologies and tools.
• Teamwork: balances team and individual responsibilities creating the right context for self-organizing teams; exhibits objectivity and openness to others' views; gives and welcomes feedback. Includes staff in planning, decision-making, facilitating and process improvement. Builds and maintains lasting relationships with other teams/departments, key business partners, and external parties.
• Adaptability: adapts to changes in the work environment; manages competing demands; changes approach or method to best fit the situation; able to deal with frequent change, delays, or unexpected events; keeps commitments. Flexible and open to new ideas and approaches, embraces change as an opportunity for growth. Proven ability to encourage, support, and enable change.
• Initiative: looks for and takes advantage of opportunities; presents ideas and information in a manner that generates interest.
• Judgment: takes responsibility for decisions and actions, includes appropriate people in decision-making process; makes informed and timely decisions. Makes difficult decisions, when necessary, holds themselves accountable for outcomes and learns from their mistakes.
• Analytical: synthesizes complex or diverse information; uses intuition and experience to complement data.
• Problem-solving: uses critical thinking and analytical skills to find solutions to challenges. Appropriately seeks input from others but takes ultimate responsibility.
• Conflict resolution: skilled in managing and resolving conflicts in a constructive manner while maintaining psychological safety.
• Transparency: information is shared efficiently and openly, with clear and accurate messages.
• Verbal communication: tone and approach are adjusted to fit the needs of the audience and circumstances, listens, and gets clarification; speaks clearly and persuasively; responds well to questions; demonstrates group presentation skills; participates effectively in meetings.
• Written communication: writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively.

Nice To Haves

• a graduate degree is considered an asset
• Understanding of Artificial Intelligence (AI) platforms; demonstrated experience on projects involving AI adoption and integration is considered an asset

Responsibilities

• Leads the development of integrated transformation and change plans for priority enterprise initiatives, ensuring alignment with CMPA’s strategic plan, people strategy, and enterprise risk profile
• Oversees strategy alignment and sequencing discussions that map people-impact and dependencies
• Partners with initiative sponsors, senior leaders, and project leaders to clarify desired outcomes, impacts, and success measures for transformational change
• Contributes transformation and change perspectives to inform strategic planning, enterprise risk, operational planning, and performance management processes to ensure an integrated and forward-looking view
• Develops high-quality analysis and decision support materials to enable effective executive sponsorship and oversight
• Advises the executive leadership team on transformation initiative priority setting and governance
• Embeds structured change enablement and adoption practices across transformation initiatives
• Oversees the delivery of structured change management approaches for major initiatives, including stakeholder analysis, case for change, engagement and communication strategies, training and enablement plans, and adoption/benefits sustainment activities
• Provides expert advice and coaching to executive and management teams on leading the people side of change, including navigating ambiguity, resistance, and change fatigue
• Establishes practical tools, templates, and approaches to support consistent, high-quality change planning and execution across the organization
• Contributes to the ongoing maturation of enterprise transformation and delivery practices within the organization; combines central change enablement expertise with decentralized capacity and capability building
• Champions and supports an internal distributed network of change agents and practitioners across the organization
• Builds distributed change capability by equipping change agents and practitioners with knowledge, tools, and coaching to lead change within their areas
• Promotes and models modern methods (e.g., human-centered design, agile ways of working, co-design, experimentation and learning loops) to support adaptive and iterative transformation
• Acts as a connector between strategy, operations, and enabling functions to ensure coherence across initiatives
• Coordinates transformation business partner engagement and acts as a key liaison between Strategy & Organizational Transformation and other corporate functions (e.g., People & Culture, Communications & Marketing, Technology & Analytics, Organizational Learning, Finance) to ensure coordinated planning and execution of transformational initiatives
• Influences and supports the design of governance and decision-making mechanisms for major initiatives, helping clarify roles, accountabilities, and escalation paths
• Prepares and presents briefings, recommendations, and progress updates to senior leadership groups, highlighting risks, interdependencies, and opportunities related to transformation
• Defines meaningful metrics, indicators, and feedback mechanisms to monitor change readiness, adoption, and benefits realization for transformational initiatives
• Prepares clear, concise executive-level reporting on progress, risks, issues, and benefits realization
• Uses insights from performance measurement, evaluation, and strategic issues analysis to refine change strategies and inform future planning
• Works with learning and development resource(s) to support training efforts by documenting requirements and providing input to the design and delivery of programs
• Contributes to the continuous improvement of enterprise management processes (strategic planning, operational planning, risk, performance) by leveraging lessons learned from transformation initiatives
• Leads and coaches their team, (i.e., career development, motivating employees to do their best work, creating an environment that values open communication, trust, experimentation, etc.)
• Provides leadership and guidance, regular feedback, coaching and mentoring, including the annual performance appraisal
• Creates a culture of accountability and empowerment and encourages innovation, continuous learning, and development
• Ensures employees have the skills and competencies they need now and in the future by helping team members allocate time for learning and leadership opportunities
• Promotes a work environment that fosters teamwork, collaboration, respect and inclusion within the department and throughout the Association
• Creates an employee experience in which team members feel included, accepted for who they are, and supported in doing their best work

Benefits

• The CMPA is an equal opportunity employer and is committed to being responsive to those living with disabilities and strives to prevent and remove barriers to accessibility. The CMPA will provide support and accommodation in its recruitment processes to applicants living with disabilities. If you are invited to participate in an interview and/or skills assessment and have accommodation needs, please let us know.
• Equity, diversity, and inclusion (EDI) is a key priority, and we actively strive to build a culture of inclusion where employees can be their authentic selves and are valued for their diverse experiences and perspectives.
• We welcome and encourage candidates from diverse backgrounds and a variety of lived experiences to apply.

What This Job Offers

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