Organizational Development Specialist

SGI CANADA; Regina; Hybrid; CAD 90,000 - 121,000; Full time

Job summary

A leading Canadian corporation is seeking an Organizational Development Specialist in Regina, Saskatchewan. This permanent, full-time role involves leading and developing strategic culture and employee experience programs, coaching OD consultants, and collaborating with stakeholders. Ideal candidates will possess a business degree, organizational development certification, and significant experience in the field. Competitive compensation ranging from $90,116 to $120,147 is offered, with flexibility for hybrid or remote work.

Qualifications

• Minimum six years related experience in organizational development.
• Chartered Professional in Human Resources (CPHR) designation considered an asset.
• Knowledge of organizational development foundations and workforce planning.

Responsibilities

• Lead development and implementation of organizational development programming.
• Provide coaching for the OD team and to management.
• Design and manage corporate leadership programs.

Skills

Communication

Project management

Consulting and facilitating

Data analysis

Education

Four-year degree in Business or relevant field

Certification in organizational development

Tools

Microsoft Word

Microsoft Excel

Microsoft PowerPoint

Job description

Do you value integrity and innovation? How about passion and caring? Great! Us too, and that's why you'll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.

Out-of-Scope

Permanent, Full-Time

Work Location: Saskatchewan, Manitoba, Alberta, Ontario, and British Columbia. This role is eligible for hybrid, onsite or remote work in the provinces where we operate.

Closes: October 6, 2025

Overview

The successful incumbent will be responsible for leading, developing, and implementing strategic culture, leadership, and employee experience programming in collaboration with the Organizational Development (OD) consultants and People Relationship Managers (PRMs). You will lead in the development and execution of organizational development programming (strategic workforce planning, succession, culture, employee experience etc.) to advance the corporation in support of its people strategies. You will conduct research, analysis and reporting and design programming to support individual and team capabilities. You will also consult with stakeholders and leaders at all levels, including senior leaders, to improve organizational effectiveness and ensure alignment of programming to corporate strategies; prepare the organization and its people for the future. You will also provide leadership and/or support on department projects as required.

You will participate as a senior specialist providing coaching and mentorship to the OD Consultants. They will collectively perform a combination of the key accountabilities listed below and will also carry their own portfolio of work from one or more program area (culture, succession planning, employee experience, etc).

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 leaders and stakeholders at all levels to identify requirements from a corporate lens; conducts needs assessments and presents findings and recommendations to leaders/stakeholders.

• Designs, delivers, and manages programming for senior leadership based on organizational need and approved recommendations 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

• Provides consultation on 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 Change Management to provide support.

• Consults with Compensation & Job Evaluation in the delivery of organizational structure 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.

• Designs and facilitates senior leadership team management discussions to enhance team effectiveness (i.e. Five Dysfunctions of a Team, Thomas Kilmann Survey).

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

• Leads the design and management of the exit interview process, ensures concerns are escalated and that multiple sources of information are compiled to provide insight and a holistic picture.

• Coordinates sources of information (i.e. employee experience, exit interviews, performance results, etc.) to assist with team engagement and effectiveness, and provides detailed information within HR teams to inform appropriate actions.

Corporate Leadership and Engagement

• Collaborates with the Instructional Design team to develop and design corporate leadership development programs.

• Leads relationship management with any external vendor as part of corporate leadership development programming.

• Supports the Manager, Organizational Development in driving performance through team members and is committed to leadership development across the company, supporting employees and workforce readiness through mentoring, training and developmental opportunities.

• Provides coaching support for the OD team and directly to management (on their own performance and development).

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

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

• Analyzes corporate employee experience survey data and provides recommendations on corporate action planning, development, or goal setting.

• Provides coaching support either through one to one or group coaching to leaders.

• Advises Talent Development Consultants on updates to learning courses and delivers learning courses related to leadership development.

Culture Strategy Reinforcement and Advancement

• Leads the overall reinforcement, coordination, accountability, management of activities, and administration of the corporation’s culture program.

• Oversees, coordinates and leads the Culture Employee Resource Group meetings and maintains assignments, onboarding and monitoring of program success in order to advance the culture within SGI.

• Leads in the creation of the strategic culture program and annual reinforcement plan that supports organizational transformation; ensures diversity, equity and inclusion is an underlying component of culture programming.

• Collaborates with the Culture and Experience Committee and senior leadership to research, define, establish, evaluate and review the culture outcomes and measurements in order to meet strategic direction.

• Researches areas requiring focus and brings recommendations to senior leadership and initiates corrective action to ensure the continuous advancement and evolution of culture.

• Identifies and designs plans to support ongoing development of groups that are experiencing challenges with driving culture forward and facilitates discussions to support the plans.

• Ensures the corporation’s desired-state culture is reflected in all HR programming (competencies, coaching, learning, etc.).

Succession and Talent Management

• Consults on Strategic Workforce planning framework and provides recommendations to enhance corporate programming.

• Collaboratively develops risk mitigation plans in conjunction with leaders and other areas of HR to develop talent management plans.

• Works with managers to create and support the implementation of development plans to execute on gaps identified in talent management plan.

• Supports the OD consultants in the design of tools and processes that enable job movement and role changes (i.e. career guide for Systems)

• Builds programs (i.e. career development) to support the workforce transition framework as part of corporate transformation, facilitates workforce transition discussions and supports leadership development of displaced leaders.

• Researches and designs the succession process and approach for the organization.

• Creates and/or sources tools and assessments used in the succession process. Applies these tools as part of the succession planning process.

• Gathers and analyzes data to create individual succession plans and support leadership development.

• Facilitates career development at the senior leadership level for succession candidates.

Leadership

• Actively contributes to and supports a culture of a high performing workforce.

• Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.

• Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.

• Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training and developmental opportunities.

Corporate Management

• Enables the success of programs and policies that are in alignment with corporate, strategic and divisional strategies.

• Manages risk in area of authority.

• Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.

Education and Experience

• Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.

• Certification in organizational development.

• Six years related experience in organizational development.

• A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.

Knowledge, Skills and Abilities

• Knowledge of organizational development foundations and workforce planning theory and practice.

• Knowledge of HR functions and how they interconnect.

• Knowledge of SGI’s vision, values and strategic imperatives and corporate direction.

• Knowledge of consulting and needs assessment processes.

• Knowledge Microsoft Word, Excel and PowerPoint.

• Ability to communicate clearly, concisely and targeted to the audience, orally and in writing.

• Ability to identify and understand issues and problems and in turn generate a number of solutions, evaluating the value of each to improve results.

• Skill in consulting and facilitating.

• Skill in project management in order to plan, manage and execute projects.

• Skill in analyzing data.

Behavioural Competencies

Leader Level 3 – Applies (Team/Dept)

• Accountability - Provides Direction and Sets Expectations

• Business Acumen - Applies Broader Business Metrics and Understands the Internal and External Environment

• Change Agility - Makes Change Real for Others

• Leadership - Leads the Team

Diversity is a cornerstone of SGI. We believe all candidates should be given the opportunity to fully participate during the recruitment process. If you require an accommodation during the recruitment process, we invite you to submit your accommodation request to [e-mail] and we will work through your request with you. All information received will be kept confidential.

Pay Range: $90,116.00 - $120,147.00

Posting Close Date: October 6, 2025

As you prepare to submit your application, and cover letter if applicable, please highlight the achievements that demonstrate why you're a great candidate for this role.