Manager, Organiztional Effectivness (Contract)

CoreFactor is searching for a Manager, Organizational Effectiveness for on a contract-basis for a client in the GTA. 

This is an 18-month contract and the position is hybrid, requiring the successful incumbent to be in the downtown Toronto office two (2) days per week. 

Role Purpose

The Manager, Organizational Effectiveness (Org Design) builds and delivers organizational effectiveness capability—strengthening how the enterprise designs structures, clarifies accountabilities, and enables high-performing teams. This role will lead organization design initiatives, establish practical design standards, and equip Business HR with tools, guidance, and governance to support sustainable organizational design across the Lines of Business—especially in the context of transformation, continuous improvement, and enterprise optimization.

This is a net-new role and a key builder position: success requires both strong org design delivery and the ability to stand up a scalable org design “system” (methods, tools, governance, and enablement).

Key Outcomes & Immediate Priorities (First 6–12 Months)

1. Stand up Org Design approach
   

• Define practical org design principles, decision criteria, and governance.
  
• Create “Org Design toolkits” (templates, guides, diagnostics, and recommended process steps).
  

1. Deliver priority org design engagements
   

• Lead a defined portfolio of high-impact org design projects (e.g., transformation-linked redesigns, Enterprise Cost Optimization-related structure reviews, critical line of business/portfolio redesigns).
  

1. Enable Business HR to lead sustainable org design
   

• Build Business HR capability through playbooks, learning sessions, coaching, and intake support.
  
• Establish consistent ways of working between Org Effectiveness, Business HR, and leaders.
  

1. Build team effectiveness capability
   

• Introduce structured approaches to role clarity, decision rights, operating rhythms, and team alignment—especially for leadership teams navigating change.
  

Core Responsibilities

Organization Design Delivery

• Lead end-to-end org design engagements, including diagnosing business context and pain points, designing target-state structures (roles, accountabilities, interfaces), facilitating 
  
• leadership working sessions and design decisions, building implementation roadmaps and change considerations
  
• Partner with Business HR and leaders to ensure designs are practical, adopted, and sustained.
  
• Provide advisory support on org design requests across the enterprise, ensuring a consistent approach.
  

Org Design Governance, Standards, and Tools

• Establish and maintain clear org design standards including design principles and evaluation criteria, templates (current state, options, rationale, RACI/decision rights,), governance checkpoints and decision forums
  
• Create scalable enablement resources to make org design a business capability.
  

Enablement and Capability Building (Business HR and Leaders)

• Develop and deliver enablement sessions for Business HR focused on initiating and scoping org design work, engaging leaders and facilitating design discussions, documenting and implementing structural designs.
  
• Provide coaching and “office hours” support to Business HR on active design files.
  

Team Effectiveness and Integration

• Support leadership teams with operating model clarity (who does what), decision rights and meeting rhythms, and team alignment and effectiveness interventions
  
• Contribute to integration work tied to ongoing transformation initiatives and enterprise change.
  

Key Relationships

• Director, Talent Management: strategic direction, prioritization, and governance
  
• Business HR / HRBPs: primary partners for intake, design work, and implementation support
  
• Enterprise Transformation Office: alignment to transformation priorities and enterprise design needs
  
• HR COEs (e.g., Talent & Performance, Learning & Leadership Development, Total Rewards): integration of org design outcomes into talent and people processes
  
• Line of Business Leaders: design decisions, adoption, and implementation ownership
  

What Success Looks Like

• Developing a clear, repeatable org design approach (principles, tools, governance).
  
• Business HR is better equipped to lead and support org design work with consistency.
  
• Priority org design files are delivered with strong quality, clear decision-making, and practical implementation plans.
  
• Leaders experience improved clarity in structure, roles, decision rights, and operating rhythms.

Requirements

• University degree in Business, HR, Organizational Development, Industrial/Organizational Psychology, or a related field (or equivalent experience).
  
• Demonstrated experience leading organization design or organization effectiveness work, including multiple end-to-end design engagements.
  
• Strong facilitation and consulting skills—able to work with senior leaders, manage ambiguity, and drive decisions.
  
• Experience translating strategy into operating model/structure implications (roles, governance, spans/layers, accountabilities).
  
• Ability to build practical tools and playbooks (not just PowerPoint concepts) and enable others to apply them.
  
• Strong writing and communication skills; can produce executive-ready materials.
  

Nice-to-Have:

• Background in management consulting (Big 4/5 or similar), internal consulting, or a COE specializing in org design/operating model.
  
• Experience supporting transformation programs, cost optimization, restructuring, or integration efforts.
  
• Familiarity with HR operating models and how to enable HRBPs.