Director, Culture & Change

Overview:Reporting to the Vice President and Chief People Officer, the Director, Culture & Change is responsible for the development and execution of an enterprise-level strategy and service delivery of all culture and change management-related policies, procedures, initiatives, programs, and services. As the senior leader for change, the Director will guide and support the corporation to adopt transformational change by overseeing and enabling the appropriate application of a consistent enterprise change management methodology. In partnership with executive sponsors and business owners, the Director will promote and influence a shared vision among executives and key stakeholders, identify and assess enterprise risks and dependencies, and prepare plans and strategies to mitigate people risks to achieve the desired outcomes. Responsibilities:Responsible for the establishment of an enterprise change management office, strategy, and practices that augment and guide corporate strategic initiatives, corporate goals, and operational changes. Lead the design, development, and execution of robust change management practices to proactively engage and support strategic initiatives and continuous improvement. Effectively increase the capability and capacity for organizational change management throughout the corporation to facilitate organizational agility and ensure successful business engagement and adoption. Act as a coach for senior leaders and executives in helping them fulfill the role of business process owner/change sponsor and support project teams in integrating change management activities into project plans. Lead the development, implementation, and evaluation of strategic organizational development strategies, plans, and deliverables in accordance with corporate culture to support and meet current and future divisional and corporate business requirements. Responsible for the corporate Employee Experience strategy, ensuring the various aspects enable the business to meet current and future targets. Promote the principles and practices of various organizational development initiatives and provide advice and assistance on significant matters to the Executive and Senior Management teams. Responsible for all activities of a director, including management of a significant operating budget, participation in strategic planning, long-term human resource planning, budgeting for special projects, and improvement initiatives. Responsible for hiring, performance management, and workforce planning, and staff development planning, including a focus on succession planning. Qualifications:University degree in a related field, such as business administration or human resources. Completion of one or more of the following (or similar): Certified Professional in Human Resources (CPHR) designation. Prosci or certificate in change management Additional education and training in leadership and management is an asset. Ten years of progressively senior-level experience related to culture, employee experience, DEI, talent management, and organizational development including: five years in a leadership position; and five years leading and/or managing operational and project teams as well as large-scale corporate-level projects. Thorough knowledge and understanding of change management and organizational development practices. Excellent interpersonal skills to interact effectively and demonstrate diplomacy in all internal and external communications. Excellent written, negotiation, and oral communication skills to communicate effectively with a broad range of individuals, including the Executive Leadership Team. Superior leadership and organizational capabilities; mature judgment to make decisions.