Manager, Organizational Development

November 5 2018
Industries Bank, Insurance, Financial services
Categories HR, Training, Organizational Development
Toronto, ON

Scope of Position

The Manager, Organziational Development is an active partner with leadership and employees to provide expertise and consultation in the full specturm of OD services. As a key member of the Human Resources Leadership team, the Manager, OD ensures that organizational development and culture activities algin with organizational goals.

The Manager is accountable for the the creation of an environment in which Alterna employees continue to be engaged, perform, learn and develop. Leading a team of Organizational Development & Learning and Development Specialists, this role coaches leaders, promotes talent development, talent management, and culture programs by delivering results that are valued by business leaders.

Major Responsibilities

  1. Delivers a full suite of Organizational Development services to the business:
  • Champion talent development, talent management, and culture methodologies in the organization.
  • Identify opportunities for organizational development initiatives to drive Alterna’s culture.
  • Implement talent development, talent management and culture best practices that align with Alterna's unique environment.
  • Coach and influence senior leaders across the enterprise to be active participants and role models for manager to leader transformation.
  • Engage with business partners to strengthen the core of the business through continuous professional development and emphasis on Alterna's culture and values.
  • Partner with Information Technology to implement the right mix of learning technologies that support the employee experience.
  • Maintains up to date knowledge of OD best practices, acting as subject matter expert with respect to talent management, development and culture.
  • engagement and successfully execute change initiatives in the workplace.
  • Supports the Head of Human Resource and the CAO through research, design and implementation of OD policies and practices, creation of annual business plans and the on-going interaction with leadership, ensuring that organizational development supports corporate strategic goals.
  • Partner with business leaders and HR colleagues on the development and implementation of programs ensuring they align to business needs.
  1. Manages the Talent Development portfolio of the organization:
  • Oversees all talent development activities across the organization including the design and implementation of various talent development programs including onboarding, leadership development, eLearning, professional development, career pathing, competency management, psychometric tools and team facilitations.
  • Design and implement talent development strategies and provide expert support to business to ensure business needs are met and client groups are provided optimum service delivery.
  • Provides advisory services and expertise with respect to learning needs analysis utilizing various tools and research trends.
  • Design and conducts leadership development initiatives and departmental team building sessions
  • Partner with HR and the leadership teams on talent reviews, succession planning, and talent development processes; develop and recommend specific action steps to help development areas.
  1. Manages the Talent Management portfolio of the organization:
  • Oversees all talent management activities across the organization including the design and implementation of various talent management programs including performance management, successiopn planning, talent management systems and workforce planning.
  • Design and implement talent management strategies and provide expert support to business to ensure business needs are met and client groups are provided optimum service delivery.
  • Take a leadership role in the design/implementation of talent management technology, including but not limited to learning and performance management systems.
  1. Manages the Culture functions of the organization:
  • Oversee the culture intiatives that includes the design and delivery of employee engagement, rewards and recognition, change management, and compliance.
  • Partner with leaders on the development of employee engagement strategies..
  • Identify employees or groups that may be vulnerable to attrition and work with leaders to remedy issues.
  1. Participates as a member of the HR Leadership Team:
  • Provides business driven and client-focused input to OD strategies, policies and programs.
  • Manages and coaches the OD and L&D Specialists while overseeing all aspects of OD service delivery and document administration across the organization.
  • Manages and oversees OD projects, programs and initiatives within the OD team as well as corporate wide.
  • Acts as a SME on corporate projects, committees, initiatives and strategic planning activities.
  • Acts as delegate for the Head of HR when required.
  1. Manages the on-going activities of the Organizational Development team:
  • Contributes to the setting of annual performance agreement measurement methods and objectives within the TEL process for the OD team.
  • Is accountable for the standardization and simplification of OD's processes.
  • In collaboration with the team and business stakeholders, reallocates resources as needed to provide a consistently high level of service.
  • Leads a team to develop, deploy and maintain enterprise learning programs applying adult learning principles and corporate change management methodology.
  • Manages the implementation of the various strategies and regularly reports on results.


Educations / Certifications / Experience

  • Minimum seven years’ experience working in a OD Consultant position including proven expertise in learning and development, performance management, rewards and recognition and succession planning
  • Minimum seven years’ experience in a learning and development environment including instructional design methodologies, learning technologies, facilitation and project management.
  • Proven track record of implementing change management principles and methodology in complex enterprise-wide programs
  • Experience managing and coaching a team of professionals
  • Experience in an FI is preferred
  • Post-secondary education in a HR management is an asset.
  • Bilingual would be an asset.

Knowledge & Skills

  • In depth knowledge in the areas of OD, Adult Learning prinicpless, learning management technology.
  • Deep business acumen of Alterna/Financial Services
  • Significant experience in providing both strategic and operational OD advice and guidance
  • In depth knowledge of Alterna’s OD Policies & Procedures.
  • In-depth knowledge of performance management, employee engagement succession planning, organizational and leadership development, and high potential programs.
  • Hands-on experience in defining and implementing talent development initiatives that have improved business performance, fostered retention and developed the employee population
  • Advanced PowerPoint, Excel and Word skills.
  • Certification in Human Resources, Organizational Development and Change Management
  • Experience implementing and working with HR technology, including HRIS, talent management systems, learning systems, etc. is required
  • Strong coaching, development and feedback skills.
  • Management and supervisory skills.
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