Organizational Effectiveness Consultant

General Accountability

The Organizational Effectiveness (OE) Consultant is a trusted partner who helps leaders and teams navigate complex organizational challenges and strengthen workplace effectiveness. Working across Saskatchewan Polytechnic, the role influences how the organization approaches leadership and team development, change management, learning and workplace conflict. Through assessment, advice, coaching and process design, the OE Consultant shapes practical solutions that build organizational capacity and advance strategic and operational priorities.

1. Leadership, Team and Workplace Effectiveness

Assess leadership, team and workplace factors affecting engagement, collaboration and effectiveness.

Design and support interventions that strengthen leadership effectiveness and team functioning.

Provide practical advice, coaching and facilitation to leaders and teams.

Help leaders and teams address barriers to inclusion, belonging and equitable participation.

Develop and share practical tools informed by current organizational effectiveness, inclusive workplace and reconciliation practices.

2. Learning and Capacity Development

Assess learning needs with HR colleagues and leaders to support employee development and organizational priorities.

Design, coordinate and deliver learning initiatives ranging from targeted workshops to organization-wide offerings, including in-house leadership development programs.

Build supervisors’ and leaders’ capacity through education, practical tools and coaching.

Integrate equity, diversity, inclusion and reconciliation into learning design and delivery, collaborating with appropriate internal and community partners, including Indigenous Elders and Knowledge Keepers.

Evaluate learning outcomes and use feedback to improve programming.

3. Organizational Change Management

Coordinate and contribute to organizational change initiatives by advising leaders and teams in planning, communication, implementation and sustainment, including practical change plans, engagement approaches, tools and resources.

Help leaders and teams assess readiness for change and identify impacts, risks, stakeholder needs and capacity.

Apply an equity, diversity, inclusion and reconciliation lens to change planning and stakeholder engagement, considering diverse impacts, systemic barriers and equitable participation.

Establish measures of change readiness, adoption and sustainability, evaluate outcomes and recommend adjustments.

4. Workplace Conflict Assessment and Resolution

Partner with HR colleagues and leaders to assess workplace conflict, risks and support needs.

Recommend and facilitate early resolution, conflict coaching, team restoration and other informal interventions within the role’s scope.

Distinguish informal conflict interventions from matters requiring formal or specialized HR processes and refer or escalate accordingly.

Apply inclusive and culturally responsive practices that consider individual experiences, power dynamics and systemic barriers.

Communicate timely observations, risks, options and recommended next steps while handling sensitive information discreetly.

Qualifications:

A post-secondary degree in human resources management, organizational development, leadership, adult education or a closely related discipline. Demonstrated experience in organizational and team effectiveness, including supporting change and addressing workplace conflict, as well as leadership development, learning and facilitation. Previous supervisory or project stewardship experience is valuable. Knowledge of equity, diversity, inclusion and reconciliation and their application in workplace contexts. A CPHR, CTDP or ICF designation is an asset.