Director, Strategic Change

51781-  Toronto -  Rotation  30 months

Hydro One is proud to be the largest electricity transmission and distribution provider in Ontario, serving nearly 1.5  million  customers. We have a long history in the industry with our roots dating back over 110 years to 1906. Since then, we have worked to grow and evolve to meet the changing needs of our customers and communities across Ontario. Today, we’re focused on providing exceptional customer service and ensuring we are building safe communities where we live, work and play.

It’s an exciting time to join the team at Hydro One!

Accountability

The Director of Strategic Change is responsible for Change Management (the structured process and set of tools for managing the people side of change to achieve a desired outcome) and Culture within Hydro One.

Change Management is the application of:

• A process used by project teams to manage the people side of system, process and organizational changes to achieve project objectives.
• A competency applied by managers and business leaders to help
• A strategic capability to increase the organizational change capability and to accelerate changes within an organization and its culture.

Change Management portfolio of initiatives includes, but is not limited to, the following:

• ISD projects
• HR people strategy projects
• LoB initiatives
• Organization Design efforts

Change Management includes the provision of services and guidance to projects and the organization which includes but is not limited to:

• Assessing and planning for Business Enablement/Organizational
• Change which addresses stakeholder requirements for change management, training, change communications and business readiness
• Developing and guiding sponsorship coalitions
• Coaching sponsors and leaders of change
• Managing resistance
• Assessing and facilitating team effectiveness

Culture includes the provision of services and guidance to the organization which includes but is not limited to:

• Recognition

• Service Recognition Awards (Heritage Awards)

• KUDOS Social Recognition program
• Sponsorship of the Quarter Century Club (employee operated)
• President’s Awards
• Company Values
• Other programs as appropriate

Specific Accountability:

• Create and maintain the five year vision, journey and roadmap to operationalize the strategic plan and establish a credible and sustainable change & culture capability Talent and Culture to support the achievement of increased business performance.
• Identify opportunities to engage other HR COEs in ISD and LoB initiatives
• Change Management
• Assess long term budget, organization structure and branding needs based on future capabilities and services offered by Change Management Office
• Partner with Senior Leadership to define the context of the change, and provide direction to the Change Management Team to define the requirements to enable change, and manage the change journeys
• Define specific business solutions and structures needed to realize transformation/business improvement/value creation opportunities
• Help define the project/program/journey performance goals, metrics, and key milestones for proposed solutions
• Conduct/Utilize organizational assessments to assess the capacity to change, leadership capability, training and performance support capabilities, and other elements affecting the organization’s ability to effectively manage a change journey
• Conduct/Utilize change and human performance related research where results can be used for the leadership team to make decisions on how to resolve transformational change issues
• Prepare executive workshops to facilitate decision making a build the leadership teams commitment for the change journeys
• Assess and select enterprise Change Management methodologies and ensure alignment with Hydro One’s culture and leadership expectations
• Report effectiveness of Change Management initiatives to C-level executives and identify improvement opportunities
• Set direction for a long term (5 to 10 year) Change Management Office capability roadmap
• Coach/Mentor direct reports and assist them in competency and career development

• Identify and communicate cross-area or cross-imperative issues that may affect the enterprise change journey

Culture

• Set a direction for the company’s recognition strategy
• Stand up or evolve existing recognition programs to align with the company people strategy
• Report on the effectiveness of recognition programs to C-level executives and identify improvement opportunities
• Report on the understanding and adoption of the Company Values to C-level executives and identify improvement opportunities
• Assess impacts of changes in company strategies on Company Values and identify actions to address alignment
• Facilitate workshops and focus groups with employees and people managers enable them to live the values (walk the talk)

Managerial Accountabilities:

Manage the unit and achieve the approved programs and targeted results through:

• Maintaining a team of subordinates who are capable of producing the outputs required:
  • ensure subordinates are able and willing to produce the desired output, and that subordinate managers continually improve the processes for achieving the outputs
  • assess staff capability to do the required work, now and in the future
  • conduct personal effectiveness reviews of subordinates managers/specialists to build relationships and trust, and to improve effectiveness
  • mentor and counsel subordinates-once-removed

Accountability for the outputs of others:

• Set the appropriate context for subordinates (i.e. corporate strategies and policies, accountabilities, tasks, budget and programs, compliance and performance targets, expectations for continuous improvement, etc.)
• Set an effective framework of policies and procedures for the work of the unit
• Know and ensure own and subordinates# compliance with all legal and regulatory requirements, and all corporate policies and procedures, and generally accepted practices relating to the work of the unit establish a two-way working relationship with subordinates to solicit their views on conditions and potential changes effecting their work, and continuous improvement opportunities

Providing leadership to subordinates, so that they collaborate competently, and with full commitment, with each other in pursuing the goals set:

• Translate the corporate goals and objectives into a direction which guides the work of the unit and communicate that direction to all staff - define specific tasks for subordinates which are required to achieve desired results and/or to accommodate changes required within the business operations
• Communicate expectations regarding the collateral relationship among subordinates

Providing a safe and healthy work environment:

• Provide subordinates with appropriate knowledge, skills, information, work procedures and equipment to facilitate responsible behaviour which will protect their safety and contribute to their health
• Provide a work environment and facilities where health and safety incidents are minimized
• Provide a work environment that supports and values diversity, and is free from harassment
• Know and ensure subordinates comply with all legal and regulatory requirements, corporate policies and procedures, and generally accepted practices relating to their work

Competencies:

• Organizationally savvy
• Operates at C-suite/VP level
• Strong understanding of strategic planning and transition to execution
• Ability to align change & culture services to support corporate strategy
• Detailed working knowledge of industry Change & Culture and other methodologies
• Extensive working knowledge of change & culture industry tools including learning and online tools - specifically SharePoint, RWD, LMS, Prosci tools
• Extensive working knowledge of change management techniques, and industry and marketplace best practices (includes communications & learning areas)
• Extensive working knowledge of project lifecycle, governance and portfolio management
• Extensive working knowledge of talent / performance management techniques, tools and industry / marketplace best practices
• Ability to conduct a wide array of change management related assessments and produce findings/reports with recommendations
• Ability to support conflict resolution senior executives
• Ability to facilitate Senior Executive workshops
• Ability to manage executive sponsorship and deliver executive coaching
• Strong stakeholdering capabilities
• Competent understanding of business cases and value drivers
• Ability to manage the overall Change & Culture portfolio with competing priorities and varying timelines
• Advanced computer literacy skills - specifically Microsoft Office

Suite, Adobe Photoshop, Prezi

Qualification

• 12 + Years in leading Change Management programs
• Experience in designing and managing recognition, culture, and employee experience programs
• Significant exposure in using the Prosci methodology to implement change programs
• Experienced in delivering an enterprise change strategy / implementing large scale transformations
• Deep Change Management program delivery experience w/ strong track record
• Experienced in managing executive sponsorship /executive coaching at the most senior levels of organizations
• Multiple experiences selecting, contracting for and managing Change &

• Culture vendors

• Experience managing large cross functional matrixed teams (i.e. change champion network, business readiness committees)
• Previous experience in roles within 100% of change management capabilities listed: Change Management (including strategy, measurement and network), Sponsor Management, Coaching, Communication, Training,

• Deployment Support and Process Design

• Broad utilities functional and process experience (multiple Depts,

• LoBs, BUs)

• Strong background in projects required (14+ years)
• University degree in Business or Communications or equivalent or experience in relevant area of specialty - Fluency in English required

Key Interactions:

• Facilitate Senior Leadership events and activities to build cohesive culture strategy
• Advise Chief Information Officer on recommendations in aligning technical and change management roadmaps
• Coordinate Entire Company (HONI) to align cultural change initiatives- Advise LOB Leadership in aligning functional and change management roadmaps
• Advise HR leadership on delivering people related initiatives associated with talent / performance management

Key Memberships:

• Project Management Office Leadership Teams
• Project/Program Steering Committees
• Colleague Experience Council

At Hydro One we understand that the success and strength of our business rests with our people. When we develop their skills, we are investing in both their success and ours. To secure the best talent, we seek to create a workforce that reflects the diverse populations of the communities where we live and work and to create a culture based on safety, innovation and inclusiveness.

We are honoured to be recognized by Forbes in its list of Canada’s Best Employers for 2026.

Thank you for considering a career with Hydro One, we welcome applications from all qualified candidates. If you are having difficulty using our online application system and you need an accommodation due to a disability, please email View email address on jobs.hydroone.com. Hydro One will provide reasonable accommodation for qualified individuals with disabilities in the job application process.

Please note this email is only for accommodation requests. Resumes sent to this email address will not be considered.

"Employer of the year 2026"

Deadline:

The base salary for this role considers a variety of factors, including candidates' knowledge, skills, experience, education, and any applicable collective agreement requirements for union-represented positions. Hydro One provides an extensive offering of programs to promote a culture of safety, wellbeing, inclusivity, and sustainability to enable our employees to be the best version of themselves. For management roles, compensation is based on the principle of pay-for performance compensation philosophy, and the amount of annual adjustments and incentive payments depends on how well you and the company perform (subject to plan terms). We encourage open dialogue about compensation with our Talent Acquisition Team, who can provide more detailed information specific to this role.

This posting is for an existing vacancy. 

Hydro One uses AI tools to assist in the screening and assessing candidates for this role. Our use of AI does not replace human decision-making.

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We thank all applicants for their interest in a career at Hydro One; however, only those candidates who are selected for an interview will be contacted.