Responsibilities:

Strategic Consultation & Advisory

• ·         Serve as an advisor to organizational leaders and staff by offering consultative services in the following areas: change management, leadership development (including coaching, assessments, and development planning), performance excellence (covering performance management, succession planning, employee engagement, and team effectiveness), organizational design, workforce strategy, and cultural transformation.

• ·         Collaborate with senior leadership to ensure that organizational development initiatives are aligned with business objectives and strategic priorities.

Leadership & Employee Development

• ·         Facilitate workshops and training on leadership, communication, conflict resolution, emotional intelligence, team collaboration, and soft skills enhancement.

• ·         Conduct leadership assessments and use data to create personalized employee development plans.

• ·         Identify competency gaps using assessment tools and create targeted learning interventions to address them.

Performance Excellence & Talent Strategy

• Collaborate with Human Resources implement effective organizational development strategies such as performance management, talent acquisition, and succession planning.
• Assist management with administering Performance Improvement Plans (PIPs), ensuring consistent, clear, and fair applications that drive desired results.
• Develop objective methods to assess the effectiveness of employee relations, leadership training, and organizational development efforts, aligning them with organization performance goals.

Organizational Culture & Change Management

• ·         Promote initiatives that improve workplace culture, fostering an environment where employees can thrive.

• ·         Keep abreast of advances in skill development, employee engagement, and change management disciplines, implementing best practices to elevate the organization’s development strategies.

• ·         Identify opportunities to improve internal training programs by benchmarking against best-in-class organizations and leveraging innovative learning methodologies.

Compliance & Alignment with Organizational Goals

• ·         Ensure that all organizational development programs are aligned with the Fund’s mission, Collective Bargaining Agreement (CBA), and legal compliance standards.

Qualifications:

• Bachelor’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field (Master’s degree preferred).
• Minimum six (6) years of experience in Organizational Development, Leadership Development, Talent Management, or a related HR function required
• Certifications in Organizational Development, Coaching, Facilitation, or Leadership Training (e.g., CPLP, SHRM-SCP/CP, Prosci Change Management, Coaching Certification) preferred.
• Proven experience in facilitating leadership development programs, soft skills training, and employee engagement initiatives.
• Experience consulting with senior leaders and HR teams on workforce development, change management, and performance strategies.
• Strong understanding of adult learning principles, instructional design, and facilitation techniques.
• Experience utilizing leadership assessment tools (e.g., DiSC, MBTI, 360-degree feedback, StrengthsFinder, etc.).
• Ability to design, implement, and measure the effectiveness of leadership and employee development programs. Working knowledge of Human Resources analytics and talent development metrics to assess program effectiveness
• Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word) and learning management systems (LMS).
• Experience working in a unionized environment and familiarity with collective bargaining agreements.