Position Summary:
The Organizational Development Manager is responsible for implementing and localizing programs and initiatives that aims to enhance organizational effectiveness and talent capabilities across Sourcefit, including but not limited to implementation of Region-Wide Culture, talent, and employee engagement initiatives. The role provides internal OD consultancy and safeguards the implementation of talent management frameworks, covering employee selection, development, succession, and performance management, to ensure organization meets current and future business priorities; it also requires strong partnerships with Global HR counterparts to deliver HR processes at the region level effectively. With 8+ years of HR experience in Organizational Development in a BPO industry or similar fast-paced environment. Proven experience in leading talent management and change management initiatives.
Job Details:
- Hybrid Setup (depending on business needs) - Bridgetowne, QC
- Monday to Friday | Flexible schedule
Responsibilities:
Organizational Development
- Leads the organizational assessment, design, development, implementation, and risk assessment of region-wide organizational structure reviews or job designs based on research and alignment to the needs of the business to ensure optimal organizational efficiency.
- Provides consultancy to leaders in identifying, diagnosing, and developing OD interventions to enhance process efficiency and organizational effectiveness. Recommends appropriate interventions as necessary to ensure organizational needs are met.
- Review and refine organizational structure to ensure alignment with business goals.
- Lead initiatives around job design and workforce planning to ensure roles and responsibilities are clearly defined and aligned with the company’s strategy.
Performance and Talent Management
- Leads the execution and completion of Talent Management activities across the organization including Talent Reviews and Succession Planning.
- Generates appropriate Talent Analytics reports. Analyzes, assesses, and recommends potential talents for Succession based on 9-Box and readiness.
- Spearheads and collaborates with leaders to effectively implement talent development and improvement interventions, such as individual development plan, Talent key actions and PIP.
- Creates and design the performance management system, implement and eventually overseeing the activities for each PMS cycle from goal setting to (i.e., facilitating strategic planning and Performance Objective alignment sessions) to performance review.
Change Management
- Develops and implements change management strategies to support business transformation.
- Facilitates the implementation of change management activities such as communication plans, enablement activities and transition support to successfully achieve organizational changes and business directions. Creates clear and effective communication materials to explain the change and its benefits to all stakeholders from different levels of the organization.
- Tracks the progress of change initiatives and gathers feedback to evaluate their effectiveness. Identifies any challenges or obstacles, recommends solutions and escalates as necessary.
- Identifies potential risks related to the change process and develop mitigation strategies.
Base Competencies
- Familiarity with continuous improvement methodologies (lean, Six Sigma) is highly preferred
- Knowledge of OD theories, change management models, and organizational behavior.
- Performance Management
- Succession Planning
- Leadership Development
- Strategic Thinking
- Employee Engagement
- Change Management
- Talent Development
- Continuous Improvement mindset