Organizational Change Manager

Organizational Change Manager

About Queen's University

Queen’s University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research, faculty administration, engineering & construction, athletics & recreation, power generation, corporate shared services, and many more.

We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women, racialized/visible minorities, Indigenous/Aboriginal peoples, persons with a disability, persons who identify in the LGBTQ+ community and others who reflect the diversity of Canadian society.

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Job Summary
Reporting to the Chief Advancement Officer, the Organizational Change Manager (OCM) is responsible for leading, directing, coordinating, and providing visibility into Advancement’s change management efforts. The OCM develops and implements organizational change strategies with a focus on the people impacts of change, supporting organizational readiness, employee engagement, leadership alignment, and the successful adoption and sustainment of change initiatives.

The OCM is a self-motivated individual with strong communication skills who continuously strives for results and champions relationship building with diverse constituents across the university community. The OCM is responsible for embedding organizational change management practices into Advancement’s operations to support successful adoption of new ways of working while minimizing resistance to change. The OCM is primarily focused on helping constitutents understand, adapt to, and integrate new practices, processes, tools, and initiatives that significantly impact people, processes, systems, and technology.

Working closely with project teams, business leaders, and senior Advancement leadership, the OCM will define, develop, and maintain organizational change management tools, templates, standards, and best practices that enable project teams to effectively plan, execute, and sustain change, and to self-manage OCM activities across diverse initiatives.

Job Description
KEY DUTIES AND RESPONSIBILITIES:
• Develops and leads the utilization of a structured change management methodology to facilitate change and promote commitment to adapt to the change. Tailors this methodology to best suit the needs of the program and of the university.
• Creates a change management strategy for Advancement, including a change action plan and communications strategy to ensure constituents are fully aware of impending changes including- but not limited to- the CRM conversion.
• Oversees the development, coordination, and monitoring of change action plans for each initiative.
• Oversees the development, implementation, coordination, and measurement of communications plans and related initiatives to increase understanding and awareness of CRM and other change initiatives across the campus community.
• Conducts thorough, methodological investigations to identify key constituents impacted by the change. Conducts an environmental scan to identify potential challenges for constituents, such as skill gaps, doubts, and uncertainties, to foster a positive acceptance of change. Tailors change management plans to accommodate the needs of the diverse constituents groups impacted. Promotes the goals and vision of the university and of Advancement through ensuring change strategies and initiatives directly link adoption of the change to successful business outcomes.
• Assesses readiness for change and identifies pitfalls and potential points of resistance. Develops strategies and implements those strategies as needed to mitigate or minimize potential issues and determines appropriate timing of the change.
• Organizes, develops, and conducts workshops with constituents to get input on the change to be implemented, and the effects it will have on the campus community. Utilizes this information to shape the development of the change management strategy.
• Creates compelling cases for change and investment that supports opportunities to address existing problems, business risk, evolving business processes, efficiency and best practice.
• Builds and maintains strong relationships with constituents through conducting impact assessments and regular check-ins to assess the acceptance of the change and adjust the strategy as required.
• Identifies and provides consultative advice and guidance for change agents and change advocates within the constituent community and related regular meetings intended to create employee understanding and influence successful organizational change.
• Promotes ongoing learning regarding change management and provides strategic advice to the senior Advancement leadership team, managers and project managers to increase their effectiveness in driving sustainable change.
• Develops measurement criteria for evaluating the change action plans and communication plans, including their execution and effectiveness, and incorporates changes for improvement.
• Ensures quantitative assessment of change success and change adoption is performed. Solicits feedback from constituents to determine the success of change management activities and ensure that behavioral changes align with strategic objectives.
• Establishes and maintains strong relationships with Advancement managers ensuring key performance indicators are understood and incorporated into a framework of service measurement.
• Prepares and oversees the communication of Advancement changes, updates, issues and solutions to the university community and to the internal Advancement team, ensuring it’s done concisely, timely, and proactively.
• 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.
• Keeps up to date with change management best practices.
• Plans, prioritizes and manages the work of employees, providing strategic and tactical advice, guidance and coaching. Identifies the need for staff resources and assesses staff training and development needs, and advances recommendation as appropriate.
• Undertakes other duties and special projects in support of the unit as required.

REQUIRED QUALIFICATIONS:
• University degree with a concentration in organizational development, change management, or related field preferred.
• Minimum five years of progressive experience leading complex, cross-functional organizational change management initiatives in a matrixed environment, with demonstrated experience designing and executing change strategies, engaging constituents, and driving organizational readiness and adoption.
• Professional designation in change management (PROSCI, CCMP or equivalent) is considered an asset, with advanced knowledge of change management methodologies including Prosci.
• Demonstrated experience in strategy development and implementation, project planning and analysis, and applying project management principles, practices, and tools to achieve organizational objectives. Project management certification (PMP, PRINCE2 or equivalent) is considered an asset.
• Proven record of accomplishment in assessing organizational impacts, synthesizing complex information and constituent insights, and translating findings into actionable change strategies and recommendations that drive adoption and organizational readiness.
• Proven leadership experience, including the ability to define and communicate change strategies, align initiatives with organizational priorities and strategic objectives, and build credibility and influence across all levels to achieve successful transformation outcomes.
• Proven experience developing and implementing integrated communication strategies and messaging frameworks that support change initiatives and engage diverse constituents.
• Demonstrated understanding of and commitment to ethical standards, privacy requirements, and applicable legislation, ensuring change initiatives, communications, and constituent engagement activities are conducted in a compliant and responsible manner.
• Consideration may be given to an equivalent combination of education and experience.

SPECIAL SKILLS:
• Strong alignment with Advancement values: Integrity, inclusivity, accountability, collaboration, and service. Demonstrates commitment to fostering a diverse and inclusive work environment where there is mutual respect. Ability to work effectively and collaboratively at all levels across the university.
• Exceptional written and verbal communication skills, with the ability to synthesize complex information and translate technical concepts into clear, concise and actionable messaging for diverse audiences to support understanding, alignment, and adoption of organizational change.
• Builds strong, trusted relationships with constituents through sound judgment, accountability and integrity, and engages and influences them to build buy-in, address resistance to change, and support readiness, adoption, and sustained outcomes.
• Champions and leads organizational change by guiding teams through transitions and maintaining momentum and relationship-focused outcomes. Anticipates future impacts by analyzing emerging trends and organizational context, using strong analytical and problem-solving skills to synthesize data and constituent input into actionable change strategies that support effective implementation and adoption.
• Fosters high-performing project environments by guiding cross-functional teams, with strong facilitation skills to lead workshops, constituent discussions, and collaborative planning sessions that build alignment and drive achievement of shared objectives.
• Maintains accountability for results by managing multiple competing priorities, aligning work with organizational goals, prioritizing high-impact initiatives, and delivering change outcomes within established timelines.
• Strong attention to detail and accuracy, with awareness of the impact of errors on organizational credibility and outcomes.
• Demonstrates a commitment to continuous learning and professional growth to enhance effectiveness and drive successful outcomes.

DECISION MAKING:
• Makes decisions on change management methodology to be used, and on how to tailor it in response to the needs and goals of the university and the Office of Advancement.
• Assesses the university’s and Advancement’s change readiness and the magnitude of changes to be effected, and adjusts approach as required.
• Determines change strategies and related action plans and timing based on potential points of challenge or change aversion.
• Determines communications strategies for the various constituent groups based on information compiled from workshops, meetings, and conversations.
• Assesses change fatigue of constituent community and prioritizes work accordingly.
• Determines nature and timing of information to be communicated to the network of change advocates.
• Assesses the training and coaching requirements that would be advisable for the senior leadership team, project managers, and constituents, in order to ensure it is provided and ensure effectiveness of efforts to drive change.
• Determines method and criteria to ensure the effectiveness of change effort is measured, and recommends changes for improvement as a result.
• Makes decisions on the content and timing of communications to be made regarding changes, updates, issues and solutions.
• Determines priorities and makes decisions about staff utilization and the assignment of work to achieve optimum efficiencies and productivity, and ensures operational and/or project completion, based on the priorities of the department.
• Determines when to advise senior leadership of a situation which might impact negatively on the achievement of defined goals, and formulates recommendations for remedial action.

Employment Equity and Accessibility Statement

The University invites applications from all qualified individuals. Queen's is strongly committed to employment equity, diversity, and inclusion in the workplace and encourages applications from Black, racialized persons, Indigenous people, women, persons with disabilities, and 2SLGBTQI+ persons. In accordance with Canadian Immigration requirements, priority will be given to those who are legally eligible to work in Canada.

The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code, including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at View email address on clients.njoyn.com .