About The Role
The Organizational Development Lead designs, leads, and implements organizational development initiatives and solutions that address business challenges, strengthen team and leadership effectiveness, and support organizational change. The role develops and maintains frameworks, tools, and processes for organizational design, succession planning, career development, talent assessment, and change management. Drawing on workforce data, employee feedback, and talent insights, the manager identifies improvement opportunities, evaluates initiative outcomes, and leads actions to enhance performance and align workforce capabilities with evolving business objectives.
What You'll Do Here
Organizational Effectiveness and Design
- Assess organizational structures, roles, responsibilities, and decision-making processes to identify opportunities to improve efficiency and business performance.
- Develop organizational design recommendations, role clarity frameworks, and action plans in partnership with business leaders and HR Business Partners.
- Serve as the program lead for designated organizational effectiveness, talent, leadership, or change initiatives, with accountability for successful execution and results.
- Facilitate organizational assessments and team effectiveness workshops to address identified challenges and improve organizational performance.
Leadership and Talent Development Frameworks
- Develop leadership competency frameworks and behavioral expectations aligned with business priorities.
- Design and coordinate leadership assessments, including 360-degree feedback and competency assessments, to identify strengths and development needs.
- Establish and facilitate talent review, high-potential identification, and succession planning processes, including tools, assessment criteria, and follow-up actions.
- Translate assessment findings into leadership development priorities and partner with Learning & Development on appropriate learning solutions.
Organizational Change and Transformation
- Lead the organizational development and change management components of business transformations, restructuring, and new operating models.
- Assess organizational impacts, stakeholder readiness, and implementation risks, and develop practical change management plans.
- Coordinate change activities with business leaders, HR Business Partners, Learning & Development, and Employee Engagement, and monitor adoption to identify barriers and corrective actions.
Career Frameworks and Organizational Capabilities
- Identify critical roles, capability gaps, and future workforce skills in partnership with business leaders and HR Business Partners.
- Partner with HR Business Partners and business leaders to identify organizational priorities and translate them into actionable organizational development plans and initiatives.
- Develop career pathways, competency models, and role progression frameworks to clarify career opportunities and expectations.
- Establish tools and processes to support talent mobility, career discussions, and succession readiness, partnering with Learning & Development to address identified development needs.
Cross-Functional Partnership and Results
- Partner with Learning & Development and Employee Engagement to integrate organizational development priorities with learning initiatives and employee feedback, while maintaining clear ownership of OD deliverables.
- Define objectives, deliverables, timelines, and success measures for organizational development initiatives.
- Monitor results using workforce data, talent assessments, and business indicators; report progress and recommend improvements to HR and business leaders.
- Maintain and improve organizational development tools and processes to increase effectiveness, consistency, and scalability.
What You'll Need to Succeed
- Bachelor's degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, Business Administration, Management, or a related discipline.
- Master's degree in Organizational Development, Organizational Psychology, Human Resources, Change Management, or a related discipline.
- Minimum of 10 years of progressive experience in organizational development, organizational effectiveness, leadership development, change management, or a related field.
- Demonstrated experience designing and implementing organizational development initiatives aligned with business strategy and organizational priorities.
- Experience advising and partnering with leaders on organizational challenges, leadership effectiveness, organizational change, or workforce capability development.
- Experience developing or implementing leadership competency frameworks, talent assessment methodologies, succession planning processes, or career development frameworks.
- Demonstrated experience leading or supporting change management initiatives, including organizational impact assessments, stakeholder engagement, readiness, and adoption.
- Experience collaborating across multiple HR functions and business units to deliver integrated initiatives.
- Experience using data, assessments, and organizational insights to develop recommendations and measure outcomes.
- Experience in a growing, complex, or multi-site organization is an asset.
- A certification or specialized training in organizational development, organizational change management, or a related discipline is an asset.
- Prosci Change Management Certification or equivalent change management training is an asset.
- A certification in leadership assessment, psychometric assessment tools, coaching, or facilitation are considered assets.
- Strong knowledge of organizational development principles, organizational effectiveness, leadership development, and change management methodologies.
- Ability to assess organizational structures, business processes, leadership capabilities, and organizational dynamics and translate findings into actionable recommendations.
- Knowledge of leadership competency models, talent reviews, succession planning, career frameworks, and assessment methodologies.
- Proficiency in change management approaches and the ability to develop practical implementation and adoption strategies.
- Strong analytical skills, including the ability to interpret people data, identify trends, develop recommendations, and measure initiative effectiveness.
- Proficiency in Microsoft Office applications, particularly PowerPoint, Excel, and tools used for project planning, analysis, and reporting.
- Familiarity with HR information systems and talent management platforms, such as Workday, is an asset.
- Experience with employee feedback tools, psychometric assessments, 360-degree feedback, and organizational assessment instruments is an asset.
- Strong project management, facilitation, presentation, and stakeholder management skills.
- Ability to manage multiple priorities and lead cross-functional initiatives in a dynamic environment.
- Bilingual proficiency in English and French is required.
- Ability to communicate complex organizational concepts in a clear, practical, and accessible manner to audiences at all organizational levels.
- Strong business acumen and the ability to connect organizational development priorities to business strategy, operational performance, and organizational growth.
- Strategic thinking combined with a practical, results-oriented approach to implementation.
- Strong consulting, influencing, and relationship-building skills, including the ability to challenge assumptions constructively and gain stakeholder commitment.
- Excellent facilitation and presentation skills, with the ability to lead discussions, workshops, and organizational assessments.
- Ability to manage sensitive organizational information and maintain discretion, confidentiality, and professional judgment.
- Demonstrated adaptability and resilience in a changing business environment.
- Ability to work collaboratively across HR functions while maintaining clear accountabilities and ownership of deliverables.
- Commitment to continuous improvement, scalable solutions, and making effective use of existing organizational resources.
- Willingness to travel occasionally, as required by business needs.
Altasciences strives to provide a French working environment for its employees in Quebec. Although as part of its francization program has taken all reasonable steps to avoid imposing the above-mentioned requirement. Fluency in English is an essential requirement for the position of Organizational Development Lead including, but not limited to, for the following reasons:
- The employee communicates frequently with Altasciences employees across Canada and the United States. As such, English is the main language used to correspond between offices.
What We Offer
Altasciences offers a wide variety of benefits to help our employees live healthy and fulfilling lives both at and outside of work.
Altasciences' Benefits Package Includes:
- Health/Dental/Vision Insurance Plans
- 401(k)/RRSP with Employer Match
- Paid Vacation and Holidays
- Paid Sick and Bereavement Leave
- Employee Assistance & Telehealth Programs
Altasciences' Incentive Programs Include:
- Training & Development Programs
- Employee Referral Bonus Program
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