Senior Consultant, Organizational Development (Performance & Succession Pillar)

Updated: about 20 hours ago
Deadline: Will remain open until filled.; Will remain open until filled.

This position is a part of the Association of the Academic Staff of the University of Alberta (AASUA).

In accordance with the Administrative and Professional Officer Agreement , this full-time continuing position offers a comprehensive benefits package found on our Benefits Overview page .

Location: Work will primarily take place at Enterprise Square and this role is hybrid with a mix of remote and in-person.

Working for the University of Alberta

The University of Alberta acknowledges that we are located on Treaty 6 territory, and respects the histories, languages and cultures of First Nations, Métis, Inuit and all First Peoples of Canada, whose presence continues to enrich our vibrant community.

The University of Alberta is teeming with change makers, community builders, and world shapers who lead with purpose each and every day. We are home to more than 40,000 students in 200+ undergraduate and 500+ graduate programs, over 13,000 faculty and staff, 260,000 alumni worldwide and have been recognized as one of Canada’s Greenest Employers for over a decade.

Your work will have a meaningful influence on a fascinating cross section of people—from our students and stakeholders, to our renowned researchers and innovators who are quite literally curing diseases, making discoveries and generating solutions that make the world healthier, safer, stronger, and more just.

Department/Faculty Summary

Research over many years indicates that organizational development is one of the most impactful drivers of employee engagement and retention.  Reporting to the Director, Organizational Development, the Organizational Development Consultants establish credibility and trust with clients (employees, leaders, faculties/ departments, HR Service Partners) with a service excellence mindset. 

If you are a team player who drives extraordinary results, and are passionate about making an impact to the employees and organization by facilitating and developing adult learning, change management and team effectiveness processes and toolkits, this would be a perfect role for you.

Position Summary

The Senior Consultant, Organizational Development (Performance & Succession Pillar) plays an integral role in facilitating the cultural and behavioral shift by creating and deliver succession and performance management initiatives. 

Reporting to the Director, Organizational Development, the Senior Consultant, Organizational Development will apply their knowledge and experience in adult education, leadership development, performance development and succession management theory and practice, to design, develop, and facilitate and/or source exceptional learning and development experiences for employees and the organization. As a fully competent consultant in this field, the Senior Consultant, Organizational Development works independently on programs, projects and assignments guided by the OD strategic plan and objectives as well as HRHSE and Institutional strategies and goals and in collaboration with clients and stakeholders.


  • Provide expert level advice and guidance to University leaders and HR Partners with respect to the University’s performance and succession frameworks and processes.
  • Ensure the alignment and integration of the succession and the performance growth systems.
  • Research, develop, implement and maintain the succession and performance infrastructures; leading practice assessment tools (e.g., 360 feedback, psychometrics, competency frameworks), database, tracking and documentation, etc. and ensure consistent application across faculties and portfolios
  • Participate and provide advice in the identification, assessment, and review of successors to positions.
  • Provide recommendations and facilitate the creation of appropriate development plans and opportunities for potential successors that align with institutional strategy.
  • Promote the diversity of the workforce through the succession model design and processes.
  • Research and apply leading evidence-based models, practices and tools to shape the institution’s approach to performance growth.

Minimum Qualifications

  • Bachelor degree
  • 10 years’ experience leading the design and implementation of succession planning and performance development/management models, systems and tools for a large complex organization
  • 10 years project management experience
  • Distinguished in establishing trusting relationships with executive leaders, leaders at all levels, team members, colleagues, HR business partner teams, and unions.
  • Ability to apply organizational readiness and change management principles in the implementation of new programs/processes
  • Ability to adapt theoretical models and methodology and effective solutions from other organizations to create a made for purpose solution for the University.
  • Identifies trends and issues and challenges facing the university and aligns programs and recommendations accordingly.
  • Keeps current on research and leading practices and trends in the specialty disciplines.
  • Exceptional communicator with the ability to influence a broad and diverse range of stakeholders through effective relationships, verbal and written communication
  • Ability to acknowledge and work through conflict effectively
  • Skilled presenter of new and complex models and processes
  • Demonstrated ability to adapt and pivot to rapidly changing demands

Preferred Qualifications

  • Experience in Human Resources generalist role is preferred
  • Certificate in Adult Education and/ Change Management is an asset
  • Certificate in administering and interpreting psychometrics assessments and/or 360 survey report is an asset

Note: Online applications are accepted until midnight Mountain Standard Time of the closing date.

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