Organizational Change Manager Queen's University

This position offers the ability to work remotely within Ontario; however, regular attendance at the Kingston campus is required. Candidates must reside where travel to campus is reasonably and regularly feasible.

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 constituents 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.

• 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…