HR Consultant - Organizational Development

Out-of-Scope

Term, Full-Time (up to 16 months)

Work Location:
Saskatchewan. This role is eligible for hybrid, onsite or remote work in the provinces where we operate.

Pay Range: $81,758 - $109,002

Closes:
Aug 19, 2026

General Accountability

The successful candidate is responsible for the development and execution of organizational development programming (workforce planning, succession, culture, employee experience, performance management, etc.) to advance the corporation in support of its people strategies and Target Operating Models. Conducts research, analysis and reporting and designs programming to support individual and team capabilities. Works with People Relationship Managers (PRM’s) and consults with stakeholders and leaders at all levels, including senior leaders, to improve organizational effectiveness and ensure alignment of talent programming to corporate strategies;

prepares the organization and its people for the future.

Key Accountabilities

Note:

This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.

Development, Design and Delivery of Programming

• Researches programming based on organizational needs and consults with PRM’s, leaders and stakeholders at all levels, to identify requirements; conducts needs assessments and presents findings and recommendations to leaders/stakeholders.

• Designs, delivers and manages programming that is aligned to HR frameworks on organizational needs. Recommends and applies a diversity, equity and inclusion lens to all content (i.e. design tools, processes and procedures associated with program):

  • Customizes program and materials as required

  • Works with external vendors and consultants as identified

  • Defines outcomes and evaluation criteria and measurements

  • Conducts a pilot and evaluation

• Supports the creation of programs to respond to structure/role changes requiring additional support to assist in adoption of a change; may uncover organizational design issues through succession/strategic planning and collaborate with leaders and OCM to provide support.

• Supports OCM and PRM’s in the delivery of organizational design work including the creation of the organizational design tool kit and process.

Team Effectiveness

• Consults and collaborates with other HR departments and leaders to understand concerns and issues, determine gaps, and agree on an approach/plan to deliver the solution/service to enhance team effectiveness.

• Proactively conducts diagnostics to determine team effectiveness issues and design tools to provide solutions; consults with leaders to identify and understand organizational effectiveness issues and develops plans to determine mitigation tactics/approaches.

• Supports and facilitates team management discussions to enhance team effectiveness using existing tools and assessments). Advises ER when a conflict has been identified that requires their support.

• Leads the administration and application of assessments, and organizational and team tools (EQi, 360, Birkman, DiSC, Minden Assessment process, etc.); includes individual/team debriefs and creates related development plans.

• Supports other HR areas in investigations/interventions and assists with compiling information or data to inform development and other plans.

• Uses data from various sources including surveys to provide insight and drive program changes or enhancements.

Corporate Leadership and Employee Experience

• Develops individual customized leadership development plans as part of the succession process.

• Provides coaching support to management (on their own performance and development) and support for management to deal with performance development of their team (prior to Employee Relations being involved).

• Researches leadership tools and assessments for use in leadership development; administers and debriefs assessment tools to support leadership development.

• Collaboratively creates and…