Description

COMPETITION #MLL143/25-26-E

The Change Management Consultant plays a key role in ensuring change initiatives within Manitoba Liquor & Lotteries (MBLL) meet objectives on time and on budget by increasing employee adoption and usage. This person will focus on the people side of change – including changes to business processes, systems and technology, job roles and organization structures. The primary responsibility will be creating and implementing change management strategies and plans that maximize employee adoption and usage and minimize resistance and foster strong relationships and trust with stakeholders to ensure all change requirements are met.

The Change Management Consultant will work to drive faster adoption, higher ultimate utilization, and greater proficiency of the changes that impact employees in the organization to increase benefit realization, value creation, ROI, and the achievement of results and outcomes.

Job Responsibilities

• Oversee, develop, and execute change management plans that maximize employee adoption and usage for strategic initiatives.
  Maintain change management methodology and consistency when implementing change initiatives, including all forms and templates.
• Manage the day-to-day implementation and transition plans of organizational change initiatives.
• Coach and support senior business leaders and executives on their role as a change sponsor.
• Perform stakeholder analyses and change readiness/impact assessments, evaluate results and present findings and plans to mitigate identified risks.
• Identify potential change resistance and propose/execute mitigation tactics.
• Lead the development of a communications framework, strategy, and operating rhythm for communicating with all internal stakeholders including, but not limited to, executive staff, senior management, project teams, business unit partners, and employees.
• Develop and create a role-based enablement plan for training appropriate internal stakeholders.
• Assess and evaluate affected management/employees, and present findings on any training required as a result of change.
• Define and measure success metrics and monitor change progress.
• Work with all areas of Human Resources and Corporate Communications in the development of change management activities including training programs to support implementation of major initiatives.
• Work with project teams on major initiatives to integrate change management activities into the overall project plan, as well as to understand project scope, structure, timelines, and deliverables.
• Work with business leaders and stakeholders (e.g. project and program managers) to identify OCM support needs and integrate change management concepts and deliverables within project planning and implementation.
• Create and conduct coaching and in-person/virtual training sessions, for various audiences, including customer management and leadership.
• Identify additional resources required to successfully implement the change management plan.
• Facilitate the development and integration of change management tools, templates, and methodologies to support current and ongoing initiatives.
• Act as an advocate of change management and specific initiatives.
• Understand and identify the need for business process improvement within change initiatives.
• Work with external consultants on change initiatives when required.
• Lead the development and implementation of transitional and communication activities that will support the change recipients’ adoption of any new environment changes and initiatives.
• Develop and create timelines and written communications to program/project stakeholders, end users, and other program/project participants.
• Facilitate guided change conversations with key change recipients including executive, managers, and employees.
• Support communication efforts of projects.
• Prepare and support presentations related to change management or related topics, as required.
• Champion the need for change (business drivers), vision, and benefits, and communicate these to all affected departments and staff.
• Be an active and visible coach to executive leaders who are change sponsors.
• Participate and facilitate internal change management training sessions.
• Provide input into the change aspects/consultation and project costing.
• Support and comply with policies, procedures, practices and Corporate Responsibility commitments.
• Complete required courses and training.
• Other related duties as assigned.

Requirements

Primary Qualifications

• Diploma or degree in Business Administration, Human Resources, or a related field.
• Completion of Prosci certification in change management, or the equivalent training and experience.
• Three to five years’ experience in the area of organizational change management.
• Demonstrated experience in providing coaching and mentoring services to facilitate effective change management in the organization.
• Self-motivated and proactive with excellent problem solving, critical thinking, and team collaboration skills.
• Knowledge of the change management theory, methodology, and best practices.
• Demonstrated experience in project management.
• Excellent written and verbal communication skills, including strong presentation/facilitation skills.
• Excellent active listening skills.
• Ability to clearly articulate messages to a variety of audiences.
• Demonstrate flexibility and adaptability to be able to work in ambiguous situations.
• Ability to work effectively at all levels in the organization.
• Must be a team player and able to work collaboratively with and through others.
• As a remote team member, connect, collaborate, and consult with colleagues through a number of virtual collaboration tools.
• Must maintain the strictest confidence in dealing with highly sensitive employee information.
• Demonstrated experience in building strong inter-departmental relationships to achieve goals.
• Intermediate skills in Microsoft 365 (Word, Excel, PowerPoint, Outlook, OneDrive, and Teams).
• Have and maintain a valid Manitoba Class 5 Drivers License is considered an asset.
• Knowledge of business process re-engineering is considered an asset.
• The core competencies for this position include achieving quality results, adaptability/managing change, communication, customer service, decision making and problem solving, integrity and building trust, teamwork and cooperation and valuing diversity. These competencies are deemed important for the success of the position and organization.

Secondary Qualifications

• Bilingual (French/English) language skills. 

Testing may form part of the screening/selection process. Employment Equity will be a factor in the recruitment process. Circumstances may arise where the bulletin may need to be withdrawn or the number of positions may need to be increased.

We thank all interested applicants, however, only those selected for interviews will be contacted.