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Manager, Organizational Development & Learning

Employer
Queens University
Location
Kingston, Ontario
Salary
$83,000 - $105,000
Closing date
Apr 25, 2021

View more

Sector
Educational Institutions and Services - Post-Secondary
Function
Learning & Development
Job Level
Manager
Employment Type
Permanent
Hours
Full time
Designations Required/Preferred
None

The Central Human Resources (HR) department at Queen’s University is seeking an innovative HR professional, with experience leading a team responsible for identifying knowledge gaps and developing strategies to close those gaps, to join the team as the Manager, Organizational Development & Learning (OD&L). Reporting to the Senior Director, Client Services and Organizational Development & Learning, you will work with internal HR stakeholders, and stakeholders in departments across the university, to ensure the training programs are accessible and effectively meet the needs of our clients. This includes the development, maintenance, and facilitation of our Learning Catalogue, as well as the management of other employee learning programs, such as LinkedIn Learning and portfolio of leadership development programs. The OD&L department at Queen’s supports a diverse population of students, staff and faculty, making it imperative to the success of the incumbent that their work incorporates themes of inclusivity and respect of all perspectives.

This is a great opportunity for someone who wants the opportunity to develop talent within a complex organization, to join an institution that has a robust set of learning strategies. Recognizing that people are our best resource, Queen’s invests in the development of our talent. This ensures that our employees have the knowledge and skills to work safely, and that they are able to support the continued success of the institution. During a time of change, this role is at the forefront of the development of our talent, ensuring that the successful candidate will encounter interesting challenges and will see the positive outcomes of their work.

If you are an OD&L professional who is passionate about developing creative and inclusive solutions that address knowledge gaps within an organization, we encourage you to apply.

KEY RESPONSIBILITIES:
• Develops, maintains and implements an integrated strategic plan for the OD&L function to support university objectives. This includes setting priorities, securing resources, determining work assignments and monitoring progress to ensure successful implementation.
• Develops, implements and promotes strategies and initiatives that focus on employee health and wellbeing.
• Provides consultative advice and guidance to organizational stakeholders on the importance of health and well being and promotes a culture of workplace wellness.
• Designs, develops and oversees core OD&L services, programs and initiatives in areas including performance management, leadership and management development, change management, succession planning, large and small group facilitation, coaching and mentoring programs, talent management and team building.
• Builds and maintains strong relationships with key stakeholders to understand organizational learning and development needs and identify opportunities for improvement. Conducts internal (including needs/gap assessment) and external analyses, and makes appropriate recommendations to continually improve the quality and effectiveness of organizational and development solutions and processes to promote a positive employment climate.
• Both individually and through the development and oversight of the internal OD and business process re-engineering consulting services, provides strategic advice to the senior leadership team to address complex needs and issues, ensuring the human impacts of business decisions are understood and factored into planning and decision-making.
• Works closely with the CST to conduct Organizational design reviews and develops and implements recommendations.
• Keeps up to date with OD&L best practices. Designs, delivers and evaluates programs and services that drive employee engagement to ensure a positive and engaging work environment where employees are supported to thrive.
• Oversees Change Management initiatives and provides support for organizational learning and development through the management and facilitation of the Learning Catalogue and Queen’s Certificate programs.
• Prepares and delivers presentations and training seminars for diverse university stakeholders and units as required.
• Administers personality inventories, psychometric tools or feedback assessments such as 360, DiSC, MBTI etc., upon client request.
• Assumes a full project leadership role in the development of OD&L project plans and monitors progress toward desired outcomes. Recommends appropriate modifications to project procedure, interprets policy and recommends changes or clarifications, and increases support for projects through public relations.
• Works closely with the Senior Director to develop and lead an integrated performance management and talent management strategy for the university. This includes implementing recruitment and succession planning strategies for key positions and managing the Performance Dialogue Process (PDP).
• Knowledgeable and able to facilitate collaborative processes and platforms including Open Space, Appreciative Inquiry, and World Café.
• Able to foster positive interdependencies between different stakeholder groups, departments and levels of the organization.
• Creates a positive and inclusive work environment that supports and promotes a culture where a diverse range of ideas and perspectives are incorporated into decision-making.
• Plans, prioritizes and manages the work of employees, providing strategic and tactical advice, guidance and coaching. Identifies the need for staff resources, participates on staffing committees, and makes effective recommendations regarding employee selection that takes into account the principles of employment equity.
• Manages performance by establishing performance standards, reviewing and evaluating performance and conducting formal performance reviews on an ongoing basis through use of the PDP.
• Assesses staff training and development needs, and ensures that employees receive training required to improve and sustain successful performance.
• Investigates, addresses and resolves employee/labour relations issues. Makes effective recommendations on matters regarding possible discipline, discharge, and probationary termination.
• Undertakes other duties and special projects in support of the unit as required.

REQUIRED QUALIFICATIONS:
• Master’s degree with a specialization in human resources, organizational development, psychology or a related discipline.
• Minimum of seven (7) years of relevant work experience, including leadership experience in a mid to senior human resources management role.
• Minimum of three (3) years direct experience overseeing organizational development initiatives in a similar environment.
• Significant experience in learning and development including adult learning principles, design processes, blended learning techniques, as well as web based and social learning.
• Demonstrated project management skills.
• Demonstrated consultative, interpersonal and influencing skills.
• Demonstrated ability to build relationships and gain credibility to lead transformational change.
• Knowledge of employment related legislation as it relates to OD programs and initiatives.
• In depth knowledge of organizational development frameworks, technologies and processes.
• Experience working in a large and complex organization. Previous working experience in a multi-union university environment is an asset.
• Consideration may be given to an equivalent combination of education and experience.

SPECIAL SKILLS:
• Communication: listens to others and expresses, ideas orally and in writing, in a professional and effective manner to ensure that complex messages, recommendations and impacts are conveyed clearly and credibly. Readily shares information and knowledge with others.
• Builds Relationship: develops and maintains relationships with individuals at every level of the university to support and achieve organizational goals and objectives with strong conflict resolution skills.
• Change Management: facilitate the change process, by invoking change management principles and practices and recognizing and dealing with resistance to change.
• Planning and Organizing: establishes a clearly defined course of action to accomplish goals and to organize work efforts in a complex environment with multiple competing demands, priorities and deadlines. Allocate time and manage resources effectively, ensuring accuracy.
• Initiative: demonstrates a continuous commitment to improvement and development, and encourages the participation of others by demonstrating the value of appropriate urgency and action.
• Strategic Perspective: understand the strategic direction of the organization and unit, and uses this information to develop responsibilities, tasks, goals, and OD initiatives that align with long-term plans and growth.
• Leadership: ability to inspire a diverse and high performing team to work towards shared objectives and optimize team effectiveness by engaging diverse perspectives and empowering others.
• Client Orientation: fosters a client focused culture, establishing service standards and developing strategies and policies to ensure standards are met.
• Business Acumen: carries out strategy with a clear understanding of trends and dynamics that affect the university and unit. Demonstrates business foresight along with the ability to integrate diverse perspectives.
• Decision making and Judgement: makes decisions by weighing several factors for complex situations for which there may be incomplete or contradictory information. Involves the correct people in the decision making process and develop and recommend solutions that balance competing priorities, address the root cause of the problem and prevent recurrence.
• Collaboration and Teamwork: fosters a culture of cooperation and encourages positive team dynamics. Gives and receives feedback regarding the impact of behaviour on the group.
• Integrity: Recognize sensitivities and risks, using professional ethics to question and challenge issues. Seek out systematic solutions to problems. Consistently act with the highest professional standards, exercising tact, judgement, and confidentiality.

DECISION MAKING:
• Determines and recommends human resource and organizational development strategies to clients.
• Provides consulting services and determines appropriate advice and coaching required to support administrators implementing organizational development initiatives.
• Assesses complex situations and determines the appropriate course of action to resolve issues.
• Recommends and plans the implementation of OD&L solutions or programs for clients to assist with organizational change management.
• Recommends changes to university departmental organizational structures.
• Evaluates job candidates and makes effective recommendations on suitable hires.
• Makes decisions and/or effective recommendations regarding transfers and promotions.
• Evaluates employee performance and decides on appropriate training or coaching to address lack of proficiency in carrying out responsibilities, or remedial action for staff disciplinary situations.
• Assesses investigation outcome of grievances and makes effective recommendations on appropriate course of action or next steps on grievances.
• Makes effective recommendations on level of discipline up to discharge and probationary termination.

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