Organizational Development Manager

Contrôles Laurentide / Laurentide Controls•Montreal, QC

9d•Hybrid

About The Position

We are looking for an Organizational Development Manager who will play a key role in strengthening Contrôle Laurentide’s long-term capabilities by leading integrated strategies in learning, leadership development, change readiness, performance, and organizational effectiveness. Reporting to the Vice President, Talent & Culture, this person translates the company’s direction into concrete, forward-looking solutions that strengthen execution, accelerate transformation, and improve the organization’s overall performance. At the heart of this role is a strong focus on learning and development. The OD Manager leads a high-performing team of professionals and oversees the design, delivery, and continuous improvement of learning strategies that build skills, foster internal mobility, and promote a culture of continuous development. They ensure that programs—such as competency frameworks, career paths, leadership development, professional upskilling, and change enablement initiatives—are tailored to business needs and help the organization build capabilities that create lasting value. Beyond learning, the OD Manager leads the company’s succession planning and performance management systems, helping identify and accelerate the development of key talent while supporting leaders in building high-performing teams. They act as a trusted advisor to senior leadership, guiding change initiatives and ensuring that organizational development programs, practices, and systems enable the business to evolve, perform effectively, and remain competitive over time.

Requirements

Bachelor’s degree in Business, Communications, Human Resources, Organizational Development, or Psychology.
Minimum 5 years as a Senior Advisor or Business Partner in OD and L&D.
Advanced expertise in succession planning, career development, change management, learning & development, performance management, and project management.
Strong presentation skills and ability to influence at all levels.
Strong French language skills required, English is considered an important asset.
Ability to travel up to 15–20 days per year.

Nice To Haves

Change Management certification.
Lean Six Sigma certification.
Experience with Learning Management Systems.

Responsibilities

Define and drive Laurentide's organizational development strategy in line with the organization’s purpose, vision, culture, business priorities, and long-term growth objectives.
Monitor organizational health and effectiveness through diagnostics and provide actionable insights to leadership.
Establish clear success metrics and evaluation frameworks for OD initiatives and regularly report on impact, adoption, effectiveness, business value, and return on investment.
Track and measure success to evaluate the impact of organizational development activities and inform future decisions and investments.
Act as a strategic advisor to senior management in the development and implementation of corporate change and strategic talent initiatives.
Define and implement process improvements, tools, technologies, and organizational programs that enhance capability, leadership effectiveness, and value creation across the business.
Lead or support enterprise-wide initiatives that improve organizational capability, accelerate transformation, and strengthen Laurentide’s ability to create and deliver value.
Collaborate closely with Human Resources, Talent Acquisition, and business leaders to support corporate strategies.
Stay current with emerging trends and best practices in organizational development, talent strategies, leadership development, workforce transformation, and learning innovation.
Lead, coach, develop, and manage a high-performing team of professionals specializing in learning, development, and organizational effectiveness.
Build strong partnerships with T&C Business Partners and Functional Leaders to align development strategies with evolving business needs.
Champion change leadership capabilities across all management levels.
Influence leaders to view development, learning, and change initiatives as practical business levers that strengthen execution and create measurable value.
Collaborate with Operations teams to leverage learning technologies and talent platforms efficiently.
Lead the succession planning process for critical roles across all business functions.
Facilitate talent review discussions with senior leaders to identify successors and development actions.
Monitor succession pipelines and produce insights on talent risk, internal mobility, and capability gaps.
Develop and manage programs to accelerate the growth of high-potential talent and future leaders aligned with strategic priorities and future value creation.
Oversee the performance management cycle, including goal setting, contribution reviews, and calibration processes.
Continuously improve tools, training, and resources to support managers in delivering quality feedback and accountability.
Analyze performance data to support workforce and talent decisions.
Foster a learning culture through enterprise-wide development strategies aligned with business goals.
Lead the design, implementation, and continuous improvement of talent development strategies across all functions.
Ensure learning programs are practical, business-relevant, and designed to support stronger execution, capability growth, and improved business results.
Design and deploy change, development, and learning programs that support transformation.
Integrate competency models into recruitment, onboarding, evaluation, promotion, and development.
Promote continuous development and knowledge-sharing practices that strengthen expertise, institutional knowledge, and collective value creation.