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Added 10 mins ago
NB
Banking Advisor
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- Full-time
Our training programs use on-the-job learning to help you master your role. You can access personalized training content on such topics as banking solutions and the advisory approach to…
Added 10 mins ago
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Day & Ross

Organizational Development Specialist, Change & Enablement

398 Main st, Hartland, NB, E7P 1C6, Canada

Full-time

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Job details

Job type: Full-time
Posting language: English
Posted: Oct 27, 2026

Original job description

You belong at Day & Ross.

Organizational Development Specialist, Change & Enablement

Full-Time

Hartland, NB (On-site 3 days/week)

The Organizational Development (OD) Specialist, Change & Enablement, is a key partner in planning and delivering people-centered change across Day & Ross. Rooted in change and enablement work, this role designs and executes strategies that maximize employee understanding, adoption, and long‑term engagement with new ways of working.

Reporting to the Manager, Organizational Development, and working closely with HR, business leaders, and project teams, the Specialist leads change impact assessments, crafts clear change narratives, and builds practical enablement plans - including stakeholder-specific communications, leader toolkits, and learning experiences - to help employees move confidently from the current state to the future state. The role champions listening and feedback loops to surface barriers and enablers, using insights to adjust plans and support leaders in their critical role as visible change sponsors and coaches.

As part of a collaborative OD team, the Specialist contributes primarily through enterprise change and enablement, while also supporting broader OD initiatives (e.g., learning, engagement, and talent programs) as required. The role partners across the organizational development team to ensure appropriate collaboration and crossover on shared priorities, helping to strengthen leadership capability, build change agility, and enhance the overall employee experience

How You'll Help:

Lead and support change and enablement initiatives for priority projects by conducting stakeholder and impact assessments, shaping clear change narratives, and developing plans that support successful adoption and minimize disruption.
Partner with business leaders, HR Business Partners, and project teams to translate organizational goals into practical people‑side plans, including communications, enablement activities, and sustainment approaches (e.g., Super User / Business‑as‑Usual models).
Design and coordinate enablement supports such as leader talking points, FAQs, job aids, quick reference guides, demos, and learning experiences that help employees navigate from current to future state with confidence.
Support OD programs and initiatives beyond change work (e.g., leadership development, learning, engagement, talent programs) by contributing to design, coordination, and delivery, ensuring they align with and reinforce change and culture goals.
Partner across the OD team (learning, engagement, talent, inclusion) to align on priorities, share tools and insights, and create a consistent employee experience across initiatives and lifecycle moments.
Collaborate with Communications/Marketing and HR to create clear, human‑centered, and timely communication that explains the “why,” sets expectations, and keeps employees informed throughout change and OD initiatives.
Gather and use feedback and data (e.g., surveys, adoption/utilization metrics, qualitative input) to understand employee experience, identify barriers, and adjust both change and broader OD approaches over time.
Embed inclusion, belonging, and accessibility principles into OD, change, communication, and learning plans so diverse employee needs are considered in design and implementation.
Manage logistics and coordination for OD and change activities (sessions, workshops, training, touchpoints), ensuring high‑quality execution, clear ownership, and follow‑through.

Your Skills & Experience:

Relevant post-secondary education, such as Business, Communications, Organizational Development, Adult Education or Human Resources, or a combination of education and experience will also be considered.
Prosci® certification or equivalent certification from accredited institution is considered an asset.
Experience leading teams or stakeholder groups through organizational change, with an understanding of change management principles, methodologies, and tools.
Demonstrated ability to translate change concepts into practical guidance for others (e.g., communications, talking points, enablement resources).
Experience facilitating and guiding group workshops or sessions with a range of audiences and levels.
Exposure to project-based work (large or small initiatives) and comfort coordinating change-related activities alongside project teams is considered an asset.
Experience working in a corporate or multi-site environment; transportation, supply chain, or manufacturing experience is considered an asset.
Exceptional communicator – clear, concise written and verbal communication; able to tailor messages for different audiences and channels.
Strong project and priority management – able to move quickly and independently across multiple change initiatives, managing timelines, details, and follow‑through in a fast‑paced environment.
Relationship‑builder – able to establish trust and work effectively with leaders, HR, project teams, and change champions, including as part of a virtual team.
Change mindset – comfortable with ambiguity and shifting priorities; uses feedback and data to adjust plans and keep people engaged through change.
Analytical and detail‑oriented – able to interpret data, feedback, and adoption metrics to inform decisions while maintaining high quality and accuracy.
Enablement‑focused – skilled at turning change strategies into practical supports (e.g., leader talking points, job aids, quick guides) that help people adopt new ways of work.

To apply, visit our Careers page at dayross.com.

If you’re chosen for the role, you’ll be asked to provide reference and criminal background checks before employment. You’ll only be contacted if you’re selected for an interview.

About Day & Ross

From a single truckload of potatoes in the 1950s to a fleet of thousands, Day & Ross has grown to become one of the largest transportation and logistics providers in North America. With over 7,500 team members on and off the road in the US and Canada, we offer a diversified portfolio of freight and delivery solutions, including LTL, Truckload, Residential, Dedicated Fleet Solutions, and Logistics.

We believe our people are our greatest strength. For over a decade, we’ve been recognized as one of Canada’s Best Managed Companies. We’ve also been named a Top Company for Women to Work for in Transportation since 2018. Our recognition reflects the family values we share with our parent company, McCain Foods Limited.

As a federally regulated employer, Day & Ross fully supports the principles of employment equity and encourages all qualified members of the designated groups to apply. Day & Ross is committed to ensuring equal access and participation for people with disabilities and meeting their needs in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Accessible Canada Regulations and in alignment with our business practices, capabilities, and values.

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More about this job

Responsibilities

The specialist leads change impact assessments and develops enablement strategies to support employees through organizational transitions. They collaborate with business leaders and HR to design communication plans, learning experiences, and feedback loops that drive adoption and engagement.

Requirements

Candidates should have relevant post-secondary education in fields like Business, Communications, or Human Resources, along with experience leading teams through organizational change. Prosci certification or equivalent is considered an asset, as is experience in corporate or multi-site environments.

Skills

Change management
Organizational development
Stakeholder management
Communication strategy
Facilitation
Project management
Learning design
Data analysis
Employee engagement
Leadership development
Inclusion and diversity
Strategic planning
Process improvement
Change impact assessment
Enablement planning

Visa sponsorship

Not detected in the job text

Keywords

Organizational Development
Change Management
Prosci
Stakeholder Assessment
Enablement
Employee Experience
Leadership Development
Human Resources
Communication
Project Management
Transportation
Logistics
Supply Chain
Facilitation
Data Analysis
Inclusion
Accessibility
Corporate Environment
Change Narratives
Learning Experiences

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