Description:
This is an exciting opportunity to work in an environment where you will contribute to OPG’s public outreach, engagement and education efforts as part of the company’s commitment to growing its social license.
KEY ACCOUNTABILITIES
Change Management and Leadership
- Responsible for providing strategic advice and direction to both line leaders and HRBPs on change management and change leadership best practices. This is to strengthen the people planning aspects of initiatives and project plans to achieve results as intended for both process changes and organizational changes.
- Accountable for planning large scale changes that may have a business unit or enterprise impact. This includes the planning of associated organizational changes. This may include supporting line with advice and guidance on staffing structures, levels and consolidation of roles, divisions etc. as part of the planning process.
- For initiatives with Enterprise-wide impacts, provide strategic advice and direction for the creation and implementation of change strategies and plans.
- Lead cross-functional teams to support the design and execution of change strategies. Act as coaches to leaders to support capacity building in the area of change leadership.
- Facilitate discussions with executives and line leaders to define business objectives and success criteria related to talent management needs and specific initiatives requiring change management.
- In support of OPG25, work with line organizations and HRBPs to identify and mitigate risks to employee performance and to maximize change adoption.
- Work with client organization and HRBPs to measure change activities and their outcomes to provide proactive data and insight to support the client.
- Consulting with client organizations on business challenges and needs and develop potential organizational design solutions.
- Lead and facilitate executive and senior-level meetings related to change strategy and implementation. This requires attending ELT/SLT forums, reviewing data, providing input and taking direction to move enterprise forward to achieving the strategic imperatives and enable the culture shifts for the challenging future.
- Support OPG staffing objectives in negotiations with labour unions. Accountable for identifying potential bargaining items and strategies prior to and during collective bargaining negotiations.
- Represent OPG on a broad range of Human Resources/Staffing issues and counsel on matters within the scope of the job responsibilities, including communications directly with representatives of both unions.
- Working with senior leaders to ensure OPG change management requirements are incorporated into Enterprise level project plans with a focus on increasing adoption, realizing benefits, and minimizing risk.
- Assisting senior line leaders in identifying impacts and risks associated with both process and organizational changes (e.g. labour relations impacts and risks, change capacity, knowledge gaps, leadership alignment, etc.)
- Developing implementation strategies for key company-wide change such as labour relations settlements, outputs of collective bargaining, change in company strategy or direction, new practices.
- Coordinating with line and Stakeholder Relations on the release and communication of significant changes in keeping with local practices and protocols
- Interfacing and engage with the learning partners where appropriate to ensure training needs are considered for large-scale change
- Developing strategies and planning tactics in partnership with senior line managers and HR Business Partners to reinforce the necessary behaviours supporting the change.