S.i. Systems' valued public sector client is building a pool of Senior Organizational Development Consultants to work on an as-needed basis over the next 4+ years, primarily in providing advice and guidance on Human Resourcing strategies for a public sector Real Property organization.

Three years ago, the Client assumed real property custodial responsibility for its facilities assets. The Real Property Branch (RPB) budget went from $2M to almost $35M per year, resulting in a dramatic increase of legal and financial risks as well as accountabilities for the proper management of its facilities. However, RPB received minimal resource additions to accompany these added responsibilities. This has created significant risk to the RPB's ability to deliver services and properly manage its dedicated facilities.

The Client requires areview and reassessment of all real property processes and planning capacity to ensure that the human resources will meet current and long-term operational requirements of the organization. The organizational capacity reassessment and implementation will require a holistic change management approach that will support the organisation through this transition.

The successful candidate for this role must have:

• Developed an organizational strategy for a Government of Canada Real Property organization within the last 10 years
• Reviewed the HR management strategy and provided advice on organizational changes and improvements to senior management of three (3) separate Government of Canada departments, agencies or Crown Corporations in the last 5 years

As an Organizational Development Consultant, you will be responsible for:

• Assessing the organization's capacity/capability to undertake and successfully deliver a project, an initiative or a change in the context of the existing organizational environment, programs, and policies
• Advising Senior Management on a range of issues affecting the organization's ability to achieve a program or project's objectives
• Establishing a set of business rules and policies governing an organization's human resource management arrangements
• Assessing existing and planned changes in HR management strategies to ensure consistency between an organization's HR management strategies and government-wide strategies
• Designing processes to regularly review and revise existing accountabilities and competencies as the organization evolves
• Performing system-centered process mapping to define the structure of organizational processes: including definition of activities to be performed, required inputs, outputs to be produced, and framework within which to operate
• Defining potential organizational changes and improvements based on an organization's strategy and values
• Developing and/or implementing organizational change and improvement plan including identifying organizational changes and improvements, and prioritization of recommended improvements
• Using the appropriate organizational development methodology and approach to assessment and intervention
• Prototyping potential solutions, scenarios, providing trade off information and suggesting a recommended course of action on organizational improvements/changes
• Providing advice on and/or assisting in implementing organizational changes and improvements
• Developing coaching, mentoring, information sessions and training the organization to perform any of the above actions
• Conducting reviews and developing implementation strategies
• Conducting organizational health assessment and development of strategy and its implementation

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