CLBC Organizational Design Consultant

Organizational Design Consultant - CLBC

Community Living British Columbia [CLBC] is a Crown corporation responsible for arranging supports and services for adults with developmental disabilities and their families. CLBC staff strive to advance the vision Communities of belonging, lives with connection.

The People & Culture team’s purpose is to partner with our people to explore, develop and deliver solutions that inspire them to pursue their full potential. Using CLBC’s vision and values to guide and inspire us, we enable staff and managers to develop their capabilities and leadership capacity to facilitate an open and inclusive environment that focuses on relationships, accountability, and effective performance.

About the Role:

Reporting to the Manager, Organizational Design, Compensation & People Analytics, this role partners with People Leaders and People Services Client Partners to translate organizational strategy, service-delivery requirements and workforce needs into practical organizational and work design solutions.

The role assesses how work is organized and performed, and develops and evaluates organizational and work design options, defines role and job-architecture requirements, and supports the implementation of approved designs. This includes assessing how internal and external factors, including changing service-delivery needs, workforce trends, technology, automation and artificial intelligence, may influence how work is performed, workforce capacity and future capability requirements. Through evidence-based analysis, consultation and systems thinking, the Consultant strengthens role clarity, decision-making, accountability, cross-functional coordination and organizational effectiveness.

Organizational Assessment & Design Planning: 25%

• Partners with People Leaders and People Services Client Partners (PSCPs) to define the business need, strategic direction, service-delivery requirements, desired outcomes, scope, constraints, affected parties and decision requirements for each design initiative.

• Assesses mandates, services, capabilities, value-adding work, key activities, outputs, workflows, major decisions and performance measures.

• Assesses how work is currently performed, including the distribution of activities across roles and teams, sources of administrative burden, capacity constraints and opportunities to simplify or redesign work.

• Assesses reporting relationships, organizational layers, spans of control, role clarity, decision rights, governance, organizational boundaries and key interfaces.

• Gathers and analyzes input, documents and workforce data to identify root causes, risks, duplication, gaps, capacity pressures and barriers to service delivery; recommends the appropriate organizational design or People & Culture intervention based on the findings.

• Develops the design plan, including design questions, evaluation criteria and analysis requirements, with the Manager, People Leader and PSCP.

Organization Design & Option Development: 30%

• Develops operating model and organizational structure options that align work, capabilities, accountabilities, decision rights, reporting relationships and cross-functional linkages with intended outcomes.

• Evaluates alternative ways to organize work by function, service, client need, geography or process, including choices involving centralization, organizational layers, spans of control and service-delivery interfaces.

• Defines organizational boundaries, accountabilities, decision rights, interfaces and coordination mechanisms across divisions, departments, teams and roles.

• Identifies the effects of design options on affected areas, including changes to workflows, capacity, service delivery, responsibilities and hand-offs.

• Assesses opportunities to eliminate, simplify, standardize, automate, augment or redistribute work through work redesign, process improvement, technology and artificial intelligence, in partnership with relevant operational, technology and People & Culture functions.

• Evaluates how proposed changes to work may affect role purpose, accountabilities, workflows, decision rights, workforce capacity, employee experience and current and future capability requirements.

• Tests options against approved design criteria and assesses workforce, cost, collective agreement, implementation and readiness implications.

• Uses research, benchmarks and workforce data to assess risks and trade-offs, prepares organizational charts and supporting documentation, facilitates leadership review and recommend a preferred design.

Role Design & Job Description Alignment: 15%

• Translates approved work and organizational design requirements into roles by defining purpose, organizational contribution, accountabilities, scope, decision-making authority, reporting relationships and key interfaces.

• Applies job architecture principles to group and differentiate roles by function, job family, level, scope and organizational contribution, including distinctions in complexity, authority, accountability and organizational impact.

• Assesses role alignment and differentiation; identifies overlaps, gaps, compression and structural concerns; and provides PSCPs with documented recommendations on the use and design of existing or standardized roles to support job description development with People Leaders.

• Reviews draft job descriptions against the approved role design and works with the PSCP and People Leader to resolve design issues before job evaluation.

• Partners with the Compensation and People Analytics Specialist to develop job-architecture guidance, standardized role-design and job-description templates, and common terminology, while maintaining the distinction between organizational design and formal job evaluation.

Implementation, Change Partnership & Evaluation: 20%

• In partnership with PSCP, engages affected divisions, departments and teams to confirm cross-functional impacts, clarify dependencies and coordinate implementation.

• Partners with change management practitioners to assess change impacts, organizational readiness and partner needs and aligns implementation with the broader change approach.

• Translates approved designs into implementation and transition plans that define sequencing, dependencies, accountabilities, role transitions, workforce impacts and risks.

• Identifies capability, learning and workforce-transition implications arising from redesigned work and provides design requirements and recommendations to the appropriate People & Culture and business partners.

• Provides organizational design content for communications, engagement activities, leadership materials and other change management deliverables.

• Defines measures of success linked to intended business, service-delivery, workforce and organizational outcomes and evaluates results following implementation.

Organizational Design Practice Support: 10%

• Applies CLBC’s organizational design framework, methods, governance requirements, intake process, templates and documentation standards.

• Improves organizational design tools, templates and guidance based on engagement outcomes, lessons learned and emerging practices.

* Identifies opportunities to standardize common roles, reduce unnecessary or duplicative roles and improve consistency in how comparable work is organized and described across CLBC.

• Monitors developments in operating model design, organizational design, work and role design, workforce planning, job architecture, workforce trends and AI-enabled ways of working, and assesses their relevance to CLBC.

• Develops resources and provides coaching and education to strengthen organizational design capability among PSCPs and People Leaders.

• Maintains records of design analyses, decisions, approved structures, role-design inputs and implementation outcomes.

• Updates the Manager on progress, significant risks, cross-portfolio impacts and matters requiring direction, escalation or governance decisions.

About the Candidate:

Minimum of five years’ direct experience in organizational design, operating model design, organizational effectiveness or HR consulting, including experience independently advising leaders and developing organizational design options and recommendations.

• A diploma or bachelor’s degree in Human Resources, Organizational Development, Business Administration or a related field.

• A Chartered Professional in Human Resources (CPHR), organizational design certification or related professional designation is an asset.

• Direct experience conducting organizational assessments and facilitating operating model, organizational structure or role-design work in a complex organization is required.

• Direct experience developing and presenting evidence-based design options, organizational structures, accountability or decision-rights models and implementation recommendations is required.

• Direct experience working collaboratively with HR business partners and People Leaders is required.

• Experience assessing or redesigning work in response to changing service-delivery requirements, workforce needs, process improvements, technology, or automation is an asset.

• Experience working in a unionized environment is an asset.

• Experience in a public-sector organization is an asset.

• To reduce barriers to the application process, we welcome a combination of transferable skills, knowledge, lived experience, and comparable qualifications for consideration

About the Process:

Bridge Strategies is pleased to support CLBC in the recruitment for this position. Please apply directly through the CLBC website or through our portal. We will be in touch with the selected candidates who match the client's needs the closest. All other candidates will be managed by the CLBC team.

Feel free to contact Kataneh Sherkat if you have not heard back from us or CLBC.