Organizational Development Consultant (Leadership Development)

NorQuest College•Edmonton, AB

34d•CA$94,617 - CA$118,304•Hybrid

About The Position

The Organizational Development Consultant, Leadership Development, reports to the Manager, Organizational Development and serves as a trusted internal consultant, thought leader, and leadership development expert. This role partners with leaders, teams, and departments to strengthen leadership capability, employee experience, organizational effectiveness, and strategic performance across the college. This position plays a key role in advancing NorQuest 2030 by designing and evolving an integrated leadership development ecosystem grounded in NorQuest’s Competency Framework, Qs/Values, and strategic priorities. The role helps leaders build the capability, adaptability, confidence, and accountability required to foster a high-performing, outcomes-driven, inclusive workplace and prepare teams for a rapidly evolving, digital and AI-enabled future.

Requirements

An undergraduate degree in a relevant field such as social sciences, leadership, business, organizational development, education, or a related discipline is required.
Minimum of five years of experience in organizational development, organizational effectiveness, leadership development, talent development, or a related field.
Experience in designing and implementing leadership development strategies, frameworks, pathways, programs, and experiences.
Experience in building leadership development systems that integrate learning, coaching, mentoring, peer learning, succession planning, talent development, leadership assessment, and organizational performance.
Experience in translating organizational competencies, values, and strategic priorities into measurable leadership expectations, behaviours, tools, and development approaches.
Experience in influencing, advising, and partnering with senior leaders on leadership effectiveness, organizational capability, team performance, employee experience, and talent priorities.
Experience in designing development approaches that support high-performing teams, inclusive leadership, adaptability, change readiness, continuous upskilling, and future-of-work capabilities.
Experience in using data, research, stakeholder feedback, and evaluation methods to assess needs, measure impact, and continuously improve development initiatives.
Experience in supporting organizational effectiveness, team development, culture, employee experience, process improvement, and change management initiatives.

Nice To Haves

A master’s degree is strongly preferred.
Integrating Equity, Diversity, Inclusion, Accessibility, and Anti-Racism principles into leadership development and organizational capability-building practices is an asset.
Supporting digital transformation, AI adoption, future-of-work initiatives, or technology-enabled learning and development is considered an asset.
Working within a post-secondary education institution or public-sector organization is considered an asset.

Responsibilities

Build leadership capability across all leadership levels through approaches that extend beyond formal learning, including coaching, mentoring, experiential learning, peer learning, facilitation, and capability-building initiatives.
Translate NorQuest’s leadership expectations, values, and competencies into practical development experiences and tools that help leaders model the Qs and bring NorQuest’s values to life across the employee and learner experience.
Design, implement, and continuously improve leadership development programs, learning pathways, tools, experiences, and resources aligned with NorQuest’s Competency Framework, Qs/Values, and strategic priorities.
Partner with leaders, teams, and departments to assess needs, identify opportunities, and co-create solutions that strengthen leadership effectiveness, employee experience, team performance, and organizational effectiveness.
Coach, mentor, and support leaders through organizational and people-related challenges, helping them strengthen self-awareness, adaptability, communication, inclusion, and leadership impact.
Support succession readiness and talent development by partnering with senior leaders to identify emerging leadership and organizational capability needs.
Use qualitative and quantitative data to identify trends, assess development needs, measure leadership development outcomes, and recommend improvements.
Contribute to broader OD&E priorities, including team development, organizational effectiveness, culture, employee experience, continuous improvement, and change readiness.
Help leaders prepare for the future of work by building capabilities related to adaptability, continuous upskilling, digital fluency, AI integration, and new ways of working.
Inspire leaders to recognize leadership as a responsibility and a privilege, and as an opportunity to positively impact others and achieve meaningful outcomes for employees, learners, and the college.