Organizational Development Manager

Institut Rosell-Lallemand Inc.; Canada; Remote; CAD 80,000 - 120,000; Full time

Job summary

A global company is seeking a strategic Organizational Development Manager to establish foundational people programs. The role includes creating job architecture, compensation frameworks, and employee recognition systems, offering an exciting opportunity to significantly impact the organizational culture during a pivotal growth phase.

Qualifications

• Strong communication skills to convey ideas clearly and effectively.
• Ability to manage projects and shifting priorities successfully.
• Experience in an evolving environment with minimal existing structure.

Responsibilities

• Lead the creation of scalable frameworks for job architecture, compensation, and competency mapping.
• Build employee incentive and recognition programs that align with company values.
• Analyze workforce data to inform program design and decision-making.

Skills

Communication

Project Management

Stakeholder Engagement

Data Analysis

Tools

Workday

Lattice

Job description

We are looking for a strategic and hands-on Organizational Development Manager to build foundational people programs from the ground up. As a global company with 150+ employees, we are at a pivotal growth stage and investing in the infrastructure to support long-term success. This role will lead the creation of scalable frameworks for job architecture, compensation, career tracks, competency mapping, and employee recognition—none of which are currently formalized.

It’s an ideal opportunity for someone who thrives in a builder role, works well cross-functionally, and is passionate about bringing clarity, consistency, flexibility and equity to the employee experience.

Key Responsibilities:

• Organizational Design & Job Architecture: lead the creation and standardization of job descriptions across departments and global regions; design and implement career ladders and job families to support internal mobility and growth; develop and maintain competency maps aligned with roles, levels, and business needs; contribute to internal mobility and succession planning frameworks.
• Compensation & Recognition: build compensation frameworks from scratch, including benchmarking, leveling, and pay equity analysis; create and manage employee incentive and recognition programs that align with company values and goals.
• HR Systems & Tools: serve as the administrator for Workday and Lattice, focusing on configuration, adoption, and optimization; in Lattice, create and manage career tracks to support growth and development initiatives and monitor team engagement and goals.
• Cross-functional Collaboration: partner with Business Analysis and department leaders to align job architecture with hiring and development strategies; provide training, documentation, and change management support to ensure successful rollout of new frameworks.
• Data & Reporting: analyze workforce data to inform program design and decision-making; develop dashboards and reports to track the effectiveness and adoption of organizational development initiatives.
• Additional Areas of Contribution: forecast future talent needs based on business goals and growth plans; align roles and responsibilities with business objectives; design and implement employee engagement surveys, analyze results, and develop action plans to improve workplace experience and culture; framework harmonization across different markets and countries; any other duties that may arise in response to changing business priorities and team dynamics

• Excellent communication, project management, and stakeholder engagement skills.
• Demonstrated ability to produce high-quality, accurate work while managing shifting priorities.
• Comfortable operating in an evolving environment with minimal existing structure.
• Discretion & Integrity – Handling sensitive information with confidentiality and professionalism
• Active Listening – Fully understanding employee concerns and feedback.