Organizational Development Lead

Altasciences Company; Laval; On-site; CAD 120,000 - 160,000; Full time

Job summary

Altasciences Company is seeking an Organizational Development Lead to design and drive OD initiatives that strengthen leadership, succession planning, and workforce capability in support of business objectives. You will partner with HR and business leaders to assess structures, develop design frameworks, and manage change programs across the organization, ensuring adoption and measurable impact.

The role requires a minimum of 10 years in OD, advanced degrees, and a track record of delivering

Qualifications

• Bachelor's degree in Organizational Development or related field.
• Master's degree in Organizational Development or related discipline.
• 10+ years of progressive experience in organizational development or related field.
• Experience designing and implementing leadership development and succession planning.
• Advising leaders on organizational challenges and workforce capability development.
• Experience leading change management initiatives with stakeholder engagement.
• Experience building or implementing leadership competency frameworks and talent assessment methodologies.

Responsibilities

• Design, lead, and implement organizational development initiatives aligned with business strategy.
• Develop leadership competency frameworks and assessment tools.
• Lead organizational change and transformation efforts with risk assessment and adoption monitoring.
• Create career frameworks, capability models, and succession planning processes.
• Partner with Learning & Development and HR Business Partners to address development needs.
• Monitor results using workforce data and report progress to leaders.

Skills

Organizational design

Leadership development

Change management

Succession planning

Education

Bachelor's degree in Organizational Development/related field

Master's degree in Organizational Development/related discipline

Job description

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 fu