S M Software Solutions Inc. is hiring a
Management Consultant Level 2

Summary

Join our team as a Management Consultant Level 2 to lead Organizational Change Management, Training, and Communications activities in projects with the scope and scale of Integrated Project Services. The successful candidate will have experience leading teams, creating strategic objectives, and managing working relationships within complex policy environments.

Requirements

• 3 or more years of general experience in the areas of Organizational Change Management, Communications, and Training
• Leadership of teams in consensus building with members from across public sector organizations such as ministries, agencies, authorities, crown corporations, and other public entities as appropriate to the Experience Level
• Creating, identifying, and articulating strategic objectives
• Translating objectives into business plans
• Documenting and formalizing agreements into memoranda of understanding or memoranda of agreement
• Managing and creating working relationships within a complex policy environment (business and social policies)
• Identification and linkage of service outcomes of one organization or groups of organizations into an integrated service delivery model
• Business process integration
• Articulation, development, and promotion of service delivery models, including citizen-centric service delivery models
• Identification and promotion of best practices
• Analytical techniques
• Change management
• Transition planning
• Coaching of staff
• Strategy development
• Technology implementations
• Development of communications plans
• Development of business cases
• Investment portfolio analysis
• Cost benefit analysis
• Research and development for new initiatives such as standards, and product/service development
• Preparation of reports such as briefing notes and issue papers

Responsibilities

• Lead Organizational Change Management, Training, and Communications activities in projects with the scope and scale of Integrated Project Services
• Provide change management and communications expertise by being the assigned change management consultant and work independently to support OCM and communication activities and operational support initiatives
• Work with respective stakeholders to understand goals, objectives, benefits, and risks of proposed changes
• Creation and implementation of OCM and communications plans that minimize employee resistance and maximize employee engagement
• Delivery of change impact assessments and readiness according to stakeholder groups, evaluation of results, and presentation of findings in a logical and easy-to-understand manner
• Assessment of the impact of the change initiative from an organization-wide perspective and management of impacts, risks, and interdependencies with other initiatives
• Development of change management plans defining governance, scope, milestones, deliverables, activities, outcomes, benefits, due dates, and provide coordination throughout all phases of the change initiative
• Identification, analysis, and development of mitigation planning for people-related risks
• Assessment of organizational readiness
• Provide transformational expertise to both projects and operational teams to support the organizational changes required to ensure the success of the implementation
• Establishment of a regular cadence of change management and communications activities for business transformation and provision of progress monitoring and reporting to stakeholders
• Completion of an organizational design process
• Development and execution of end-user training for a large group of users
• Development of a set of actionable and targeted training plans and deliverables which may include but are not limited to communication plan, coaching, and training plan, resistance management plan, measurement, recognition, and reward plan, sponsor road maps detailing actions for executives, stakeholder registers, and risk profiles
• Support, engagement, and provision of coaching to senior leaders, managers, and supervisors to help them understand their impacts and needs in order to gain commitment and fulfill the role of change sponsors as they help their direct reports through transition
• Provision of education/training, mentoring, and team support for changes to scope and flow of work in the context of project/service teams, and operational needs
• Development and delivery of training specific to the solution to help facilitate the change
• Support of individuals who require additional help to understand and develop in their new roles
• Working with team leads to develop and design the structure and schedule for informal and formalized learning and skills development
• Working with business areas to develop the knowledge, skills, abilities, and ways of working needed to evolve their services and processes to support the new operating model
• Coaching leaders in the business areas to support their work to evolve their services and processes to drive the cross-ministry implementation of the new digital operating model