Change Consultant - Organizational Change Management

We’re looking for change consultants who make change land — people who work through sponsors and leaders, embed with delivery teams, and build the conditions for adoption before, through, and beyond go-live. You understand that change isn’t a parallel workstream; it’s how the work gets done. You’re as comfortable coaching a resistant executive as you are designing a stakeholder engagement strategy or pressure‑testing readiness two weeks before launch.

This is not a communications-and-training role (though you can do both). It’s a sponsor‑oriented, delivery‑integrated change leadership role — and you’ll be in the room where decisions are made.

Founded in 2008, Blue-Mark is a Toronto‑based organizational effectiveness consultancy that works with leaders and teams to significantly improve their ability to FOCUS on what really matters;
ALIGN people, process, and expectations; and IMPLEMENT meaningful and sustainable change. Blue-Mark has established long‑term relationships with North America’s top organizations and has guided them through many of their largest business transformations:

We hire on a rolling basis. Apply any time; when opportunities arise, we review submissions and contact qualified candidates to discuss next steps.

• Assess the change landscape — sponsor readiness, stakeholder disposition, organizational capacity for change, cultural dynamics — and translate it into a pragmatic change strategy tied to delivery milestones, not a standalone plan.
• Build and activate sponsors: coach leaders on their role in the change, equip them to lead it visibly, and create the feedback loops that keep sponsorship active through implementation — not just at kickoff.
• Enable leaders to provide Direction, Engagement, Commitment, and Knowledge (DECK™) to their teams by equipping them with the information, tools, materials, and knowledge they need to lead their people through change effectively.
• Design and sequence stakeholder engagement, communications, enablement, and adoption activities that are integrated with the delivery roadmap — so change lands with the solution, not six weeks later.
• Facilitate working sessions that surface resistance early, build shared ownership of design decisions, and move groups from awareness to commitment.

• Work alongside cross‑functional client teams to identify change impacts, assess readiness, and shape implementation sequencing — not from a separate workstream, but as part of the core team.
• Define adoption metrics and feedback mechanisms that tell you whether the change is actually taking hold; course‑correct when it isn’t.
• Build client capability so the organization can sustain the change after we leave: coach leaders, develop internal change networks, and leave behind practical tools — not binders.

• Create IP, tools and templates; mentor teammates; help shape our practices.
• Support growth through proposals, statements of work, and lasting client relationships.

• 3+ years in consulting or 5+ years in corporate roles leading organizational change management on complex initiatives — not just developing plans, but driving adoption to measurable outcomes.
• Demonstrated ability to work through sponsors and leaders as the primary mechanism for change — you coach up, not just down.
• Strong facilitation skills: you run sessions that build alignment and make decisions, not sessions that produce post‑its and parking lots.
• Experience integrating change with delivery — you’ve been embedded on implementation teams and understand how design decisions create change impacts.
• Structured thinking and crisp, executive‑ready communication (PowerPoint, Excel); you can frame a change case for a steering committee and translate it into field‑level actions.
• Comfortable with ambiguity; organized, accountable, and biased to action.

• Sponsor‑oriented change leadership experience on large‑scale transformations (operating model, technology, process redesign).
• Experience designing and standing up change networks,…