Manager, Organizational Change Management

This competition is open to all applicants however; internal applicants will be given priority consideration based on minimum qualifications, or a combination of experience, skills, and abilities before external applicants are considered.
Location - This role is hybrid with a mix of remote and in-person work at North Campus Edmonton.
Reporting to the Director, Enterprise Change Management, the Manager, Organizational Change Management is a strategic leader responsible for orchestrating the delivery of professional, organizational change management services across the University and on all Strategic Roadmap transformation projects. Operating within the Office of Strategic Transformation and Delivery, this role bridges the gap between high-level institutional strategy and the successful adoption of complex change across all impacted teams and people.
You will lead a team of practitioners to enable transformation, engage employees, drive adoption, and ultimately support achievement of benefits realization. Your goal is to foster a culture of empathy and discipline so that transformation initiatives are delivered effectively and our people thrive through the changes. 

Bachelor Degree and Certification(s) in Organizational Change Management (Prosci, CCMP, etc.)
7-10 years of progressive experience in Organizational Change Management. 3 to 5 years leading a team of professional practitioners.
Demonstrated ability to lead, manage, coach, and motivate OCM professionals.
Demonstrated expertise in building organizational change capability, including the development of change management frameworks, tools, standards, communities of practice, coaching approaches, and sustainable change practices.
Demonstrated ability to advise and influence leaders and stakeholders through complex, enterprise-wide transformation and organizational change.
Strong understanding of organizational readiness, change capacity, change saturation, adoption, sustainability, and benefits realization.
Ability to translate change management theory and methodology into practical, scalable approaches that can be embedded within organizational practices and sustained over time.
Ability to coach and mentor staff in complex modeling and negotiation techniques.
Manage multiple complex projects and portfolios simultaneously in a dynamic environment.
Foster collaboration and navigate organizational complexity. 
The innate ability to recognize how a change in one area impacts the entire downstream ecosystem.
Adapt to evolving priorities and maintain focus on long-term outcomes.

Application Instructions
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This position is excluded from the bargaining unit.
In accordance with the Handbook of Terms and Conditions of Employment for Non-Union Employees, this position has a comprehensive benefits package and an annual salary which will be commensurate with qualifications.

Lead OCM Project Delivery: Oversee OCM delivery across a portfolio of strategic transformation initiatives. Ensure projects have appropriate change strategies, plans, resources, and interventions. Ensure OCM is fully integrated and aligned with project/program management plans.
Manage and Develop Team: Allocate senior consultants to projects based on complexity, capability and capacity. Set performance expectations and provide coaching, feedback and career development. Build consistency in OCM practice while allowing consultants appropriate autonomy.
Ensure Quality and Consistency: Establish standards, templates, tools and minimum expectations for OCM delivery. Ensure OCM team is applying methodologies appropriately.
Partner with Project and Business Leaders: Build strong relationships with PMO, Service Designers, BA’s, business sponsors and functional leads. Resolve barriers to success and escalated issues.
Measurement & Impact: Establish Key Performance Indicators (KPIs) to measure the success of OCM services, focusing on client satisfaction, change adoption, benefits realization, and employee engagement.
Manage Delivery Risk: Identify change risks early and ensure that mitigation plans are reviewed and in place. Challenge project teams when change impacts are underestimated or OCM is brought in to projects late. Resolve and/or escalate significant adoption, capacity, leadership or readiness risks.