Jobs Board





Change Management Consultant

Workplace Safety Insurance Board


July 24, 2019

Director, Change Management (contract)



July 30, 2019

Assistant Vice-President, Transformational Change

Great West Life




Change Management Consultant

Workplace Safety Insurance Board

Location: Toronto, Ontario
End of Posting: July 24, 2019

Workplace Safety and Insurance Board 

The Workplace Safety and Insurance Board (WSIB) helps people overcome workplace injuries and illnesses and helps business owners make their workplaces safe and healthy. Our people are at the heart of what we do. Bring your enthusiasm and expertise to the WSIB, and we’ll help you achieve your personal and professional goals through meaningful work, development opportunities and a culture of compassion, integrity and teamwork.

We are the WSIB. And we’re here to help. 



Change Management Consultant 


Job Summary: 

As a Change Management Consultant, your focus will be on the people side of change – including changes to business processes, systems and technology, job roles and organization structures. The consultant will be responsible for implementing change management plans that minimize stakeholder resistance and maximize engagement for both internal and external stakeholders. Reporting into the Senior Change Consultant, the change consultant will work with project leads to drive faster adoption, greater ultimate utilization and higher proficiency on the changes impacting employees in the organization such that business results are achieved. 

Major Duties & Responsibilities 

  • – The Change Consultant will work with the project team to manage and execute change strategy by: 
  • – using WSIB’s standardized Change Management framework and methodology to positively influence the successful implementation of technology, work processes and people; 
  • – partnering with HRBP and CUPE to create and implement comprehensive change support and interventions, with a focus on project driven front-line change. 
  • – Coaching, supporting and enabling project leaders in helping them fulfill the role of change leader by sharing and embedding change management best practices and building a “change community of interest” to help build capability in the organization. 
  • – Execute and manage change management plans by: 
  • – executing stakeholder engagement plans; 
  • – identifying stakeholder groups and the degree of change impact to the groups; 
  • – identifying organizational and job design impact as well as people transition issues; 
  • – providing professional recommendations to project leaders on options for dealing with consequences of different change initiatives. 
  • – Consult with project leaders on Change Management by: 
  • – coaching and working with project leaders to ensure they understand their critical role in the success of the change effort; 
  • – supporting project teams in integrating change management activities into their project plans; 
  • – supporting and coaching front-line managers and supervisors in helping their direct reports through change transition; 
  • – Implement tools and templates for change projects including; 
  • – developing organization impact assessments, stakeholder mapping templates, engagement activity templates and tools; 
  • – developing WSIB change tools to drive consistency and approach of change management methodologies and practices for the purpose of ensuring continuous improvement; 
  • – Conduct lesson learned reviews at key points in the project cycle using WSIB evaluation approaches for change programs to ensure that established measurements accurately assess success of the change efforts. 
  • – Perform other related duties as assigned or required. 

Job Requirements 

  • – organizational change framework, principles and methodologies and/or organizational development theories, frameworks and models in order to provide expert consultation and advice to all levels of management and staff and to align core strategies, processes and people 
  • – workforce performance, learning and development, diversity, engagement, culture, workforce planning, leadership development, organization design and process improvement as it relates to their impact on change management 
  • – knowledge related to project management approaches, tools and phases of the project lifecycle 
  • – people change management methodologies and associated tools in order to develop, implement and lead change management strategies throughout the organization 
  • – organizational behaviour and organizational culture theories in order to realize the potential impacts that could negatively affect people during change and create appropriate mitigation plans 
  • – knowledge usually acquired through post secondary education in strategic change management (change management designation from the Association of Change Management Consultants is an asset), organizational design or related field with three to five years experience as an organizational change management practitioner; and experience in redesigning organizational structures and/or governance mechanisms for programs or business units 
  • – problem solving, analysis and creative thinking skills to create customized interventions to enhance organizational effectiveness; to guide leaders through defining change strategies and initiatives 
  • – awareness of WSIB programs, corporate strategies, goals and objectives, HR policies, collective agreement requirements for organizational/technological change, FOIPPA to ensure compliance throughout change initiatives 
  • – interactive skills to collaborate and provide support and guidance to leaders during change initiatives and help articulate the future state 
  • – active questioning and listening skills to obtain/capture information required to identify/link projects and initiatives in complex situations, identify potential impacts and to stimulate conversation and self-awareness 
  • – consultation skills to provoke discussion when required, to coach leaders to do the “right thing at the right time” and enable the best possible outcome for the organization 
  • – presentation and advanced facilitation skills to conduct workshops and education sessions, group meetings, focus groups 
  • – communications skills both oral and written to communicate change, develop strategies, educational tools and prepare reports and presentations for key business leads 
  • – proven credibility and interpersonal savvy to build effective – relationships and engage clients 
  • – understanding of the WSIB culture and traditions to provide appropriate consultation and advice to leaders during transitions 


To apply for this position, please submit your application by the closing date noted above on our Job Opportunities page: 

We appreciate the interest of all candidates. Due to the volumes of applications we receive, we are only able to contact candidates that are selected to move forward in the recruitment process. The WSIB is an equal opportunity employer. 

The WSIB is an equal opportunity employer and provides accommodation for job applicants in accordance with the Human Rights Code and the Accessibility for Ontarians with Disabilities Act. If you are an individual with a disability and you need accommodation in order to apply for this position, please contact If you are invited to participate in the assessment process, please provide your accommodation needs at that time. Please be advised that you may be required to provide medical documentation to the WSIB’s Corporate Health Department so that appropriate accommodation can be provided to you throughout the recruitment process. 

Employees of the WSIB have important ethical responsibilities, including the obligation to place the public interest above personal interests. Job applicants are therefore required to disclose any circumstance that could result in a real, potential or perceived conflict of interest. These may include: political activity, directorship or other outside employment and certain personal relationships (e.g. with existing WSIB employees, clients and/or stakeholders). Please contact TAC if you have any questions about conflict of interest obligations and/ or how to make a disclosure. 



Director, Change Management (12-18 month contract)


Location: 100 International Blvd, Toronto, Ontario
End of Posting: July 30, 2019

Job Description

At LifeLabs, we are focused on our vision of building a healthier Canada! We are the largest community diagnostics laboratory in Canada with over 350 collection centres, 16 laboratories and service over 20 million patients each year.

Caring, Agile, Customer Driven, One Team – We live our values every day in what we do to help our patients and healthcare providers. With over 5,700 employees, we all make a difference and that’s why our people are so important to us.

This is an exciting time to join our LifeLabs team, grow your career with us and support numerous business initiatives, innovations, best practice and business development opportunities.

The Director Change Management is responsible for the development, planning, implementation and evaluation of all Transformation-related change strategies and plans for LifeLabs. Working closely with the Transformation Steering Committee, TMO, workstream leads and management teams across all functional units, this role is accountable for enabling change adoption across all transformation workstreams and stakeholder groups to achieve strategic outcomes. The incumbent reports to the Senior Vice President, People.

Core Accountabilities:
• Develop, evaluate, and review a change management strategy (planning horizon 1-3 years) based on the nature, scope and size of the strategic changes across transformation workstreams including determining and diagnosing the scope and impact of the change, developing change management strategies and integrated change management plans.
• Manage and iterate change management project plans both program-wide and by transformation workstream.
• Enable and support SLT, Human Resources and people leaders to lead change in their respective business areas, based on prioritized initiatives.
• Build change management capability throughout LifeLabs by developing change competency through best practice awareness, demonstration and practice; contribute to change management learning and development curriculum.

Minimum Hiring Requirements:
• Bachelor’s degree or similar post-secondary accreditation
• Minimum 10 years of change management project experience, which includes developing, implementing and managing large-scale, cross-functional organizational change initiatives
• Completion or pursuing a change management certification or designation (e.g. Prosci Certification, Association of Change Manage Professional (ACMP) or Change Management Institute (CMI)) is an asset
• Acute business acumen and understanding of organizational dynamics
• Experience and knowledge of change management principles, methodologies and tools
• Proficiency in maintaining long term, strategic and tactical view of change to identify risks and opportunities
• Ability to ensure integration across multiple change workstreams that will impact common stakeholders
• Ability to balance the need to adopt change while maintaining key elements of “business as usual” for operational continuity
• Excellent interpersonal skills and the ability to establish strong relationships with a wide range of stakeholders
• Strong collaboration, partnership and influencing skills
• Strong written and oral communication skills
• Ability to influence others without position power to support transformation and actions and behaviours required to achieve it
• Superior project management skills
• Flexible and adaptable; able to work in ambiguous situations
• Collaborative. Able to work with diverse stakeholder and project team members across all levels to ensure buy-in and commitment to the transition process
• Works systematically to resolve complex functional and cross-functional problems, identify causes, anticipate implications and make informed decisions
• Able to ‘juggle’ priorities of multiple activities and stakeholders to meet diverse and sometimes conflicting deadlines
• Ability to directly address/identify conflict and obstacles, and escalate as appropriate
• Exhibits resilience and tenacity and keeps stakeholders energized, committed and on tracks




LifeLabs is committed to building an inclusive environment and will provide accommodations in accordance with the AODA – Accessibility for Ontarians with Disabilities Act. Please indicate in your application any accommodations you will require throughout the recruitment process. Alternatively please contact our corporate offices main line to be directed to a member of the Talent Acquisition team at (416) 675-4530






Assistant Vice-President, Transformational Change

Great West Life

Job Description

The Assistant Vice President, Transformational Change will be a part of the Transformational Change Office (TCO) – a Global Center of Excellence in Change Management at the Lifeco level with a mandate of building capability and capacity for change in the organization.  In this capacity, the TCO focuses on three main areas:

  1. Advancing how change is led and executed at GWL
  2. Growing capacity of leaders, teams, and the organization to thrive in change
  3. Enabling success on the most complex / critical change priorities

The work involves a mixture of developing and aligning the system / methodology / tools / processes, teaching and coaching to build capability of leaders and teams, and advising and delivering on specific change priorities (based on agreement with the business) to enable and accelerate results.

While the function is Global, the bulk of the work is currently with the Canada Segment, which is undergoing the most significant and complex changes in the organization.  Within the Canada Segment, the TCO team is deploying a Business Partner alignment with the Business Units and Corporate Support / Oversight functions.

The AVP, Transformational Change will be aligned with one or more Business Units / Functions in the Canada Segment.  Within these areas, they will be accountable for partnering with theHead / senior leaders and key corporate and oversight partners to advance how change is led and executed, grow capability and capacity of leaders and teams to thrive in change, and enable success on the most complex / critical change priorities.

This role will report to the VP, Transformational Change and collaborate with other resources in the function on developing and / or evolving core elements of Change Practice.  It may also provide leadership to one or more change practitioners. There is some travel expected with this role (largely between Winnipeg, Toronto, and London locations).

Key Accountabilities:

  1. Advancing how change is led and executed
    • Collaborate with BU and functional partners in shaping and embedding an end-to-end system for managing business change, including
      1. Alignment of change approach / methodology to BU processes
      2. Clear definition of TCO vs. BU roles in methodologies and processes
  • Agreement on subset of initiatives (i.e., complex, high priority) for TCO to focus on and nature of involvement (e.g., scoping, advisory / coaching, delivery, etc.)
  1. Identification of potential points of change challenge and the appropriate strategies and approaches to address them
  • Nurture and expand the BU partner network and relationships to strengthen our corporate change culture and ensure effective co-delivery of priority change work
  1. Growing capacity of leaders / teams to thrive in change
    • Understand the strategy and associated portfolio of change initiatives and identify key strategic change issues and actions, including:
      1. Advocating for requirements (at BU and portfolio levels) to inform and enable successful strategy and change execution
      2. Aligning with BU Head / leaders on areas where the TCO will contribute to defining / delivering work on priority enablers (e.g., culture, capability-development, ways of working) of strategy and change execution
  • Providing guidance for initiative sponsors and leads in the integration of their change actions and activities across initiatives at the BU-level and broader organization
  • Provide executive coaching and support for senior leaders related to change leadership and / or specific changes in their areas
  • Collaborate with BU and functional partners in developing a change resource strategy for the portfolio of initiatives and aligning TCO capability-building efforts to enable people to operate effectively in the end-to-end system for managing business change
  1. Enabling success on the most complex / critical change priorities
    • Partner with executive sponsors and initiative leads on mutually-agreed-to priority programs / initiatives to enable effective scoping, planning, and / or execution of their change efforts, including securing quality change support and building a high performing team that will meet the demands of the change accountabilities
    • Collaborate with the TCO team on support for cross-business / cross-functional initiatives
  1. Other
    • Collaborate with VP, Transformational Change in advancing the strategy and operational plans for the function, including taking ownership for shaping and driving key deliverables in alignment with strategic objectives
    • Collaborate with the team in the identification of priorities for Change Practice development and advancement on key pieces of work to strengthen / embed organizational change capability and capacity
    • Contribute to Change Practice health by role modeling use of common change methodology and championing use of best change practices and infrastructure
    • Facilitate development of a “winning culture” through influencing executives to model the new cultural mindsets / behaviours / norms
    • Collaborate with the VP, Transformational Change and TCO peers to build a high performing function / team that will meet the demands of the accountabilities
    • Potentially lead a team of one or more Change Practitioners to enable / support change success on priority work, maximizing performance, individual development, and employee engagement in accordance with GWL standards / best practices

Qualifications and Competencies:

  • 10+ years of experience working in a change management or transformation capacity, with demonstrated experience;
    • Designing and leading change efforts on complex programs / initiatives to successfully achieve change goals and associated business results
    • Serving as a change management subject matter expert with a strong knowledge of change management practices, organization culture, and business transformation

And, with demonstrated experience in a leadership capacity:

  • Identifying and developing methods to make change happen within a line of business or geographic segment to enable strategy and impact business performance
  • Successfully implementing change systems / methodologies to enable consistent and effective practice in the organization
  • Changing behavior and / or culture within the context of a major strategic initiative or broader organizational transformation
  • University or Masters degree in organization development, organizational or I/O psychology, HR, operations (preferred)
  • Change management certification or designation (preferred)
  • Experience working in financial services (preferred)


Change Expertise:

  • Broad knowledge / experience in recognized change management approaches / methodologies, organizational development and design approaches, change operating systems, change practice and community development, and benefits realization approaches / systems – and ability to apply them effectively (i.e., “art vs. science”)
  • Proven experience designing and delivering end-to-end change management experiences from discovery to sustainment (org, strategic, and tactical) to enable adoption of changes and achieve desired business benefits / outcomes.
  • A passion for the topics of change enablement and culture change
  • Ability to coach leaders at multiple levels of the organization (from initiative sponsors to front line) to be more effective change leaders and role models
  • A passion for the topics of change enablement and culture change


Strategy/ agenda setting:

  • Ability to contribute changes subject matter expertise at a senior leadership level and shape the change agenda, including critical enablers for successful strategy and change execution
  • Ability to think strategically, develop change strategies and approaches at an organizational-/BU-/Program-level, and translate strategies and concepts into practical, actionable items to achieve desired business benefits / outcomes.
  • Ability to think expansively, bringing in perspectives and evidence from other industries / organizations, to deliver on business solutions and grow change practice
  • Ability to think systemically, understand interdependencies, incorporate multiple perspective, and execute on short-term deliverables while advancing long-term goals

Interpersonal and communication skills:

  • Strong coaching skills, with ability to coach senior leaders (e.g., BU senior leadership team, program Sponsors / Leads) to be more effective change leaders and role models
  • Strong influencing skills and familiarity with identifying and developing ways to engage peers and peer networks to drive / influence change and adopt new ways of working
  • Experience with workshop design / delivery, content development, and facilitation for a variety of change-related audiences (e.g., senior leaders, change practitioners, initiative teams)

*We are open to candidates at AVP OR Director career level. Depth of competencies and experience will differentiate candidates from career levels.

Discover your opportunity…Apply today!

Great-West Life offers competitive compensation, great benefits such as medical, dental, life insurance, wellness account and personal days not to mention onsite cafeteria and fitness facilities.  If you’d like to join our team submit your information online and introduce yourself.


Together Great-West Life, London Life and Canada Life serve the financial security needs of more than 13 million people across Canada, with additional operations in Europe and the United States. As members of the Power Financial Corporation group of companies, we’re one of Canada’s leading insurers with interests in life insurance, health insurance, investment and retirement savings. We offer a broad portfolio of financial and benefit plan solutions for individuals, families, businesses and organizations.


We are committed to providing an inclusive, accessible environment, where all employees and customers feel valued, respected and supported. We are dedicated to building a workforce that reflects the diversity of the communities in which we live, and to creating an environment where every employee has the opportunity to reach their potential.


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