[Hiring] Change Management and Organizational Design Partner @World Education Services

Role Description

The Change Management and Organizational Development (OD) Partner will collaborate closely with leaders and the People team to support the people, behavioral, and capability shifts required to enable technological, structural, and process changes. Reporting to the Director, OD/SWP, this role partners with leaders across the organization to shape and deliver OD and change initiatives that build organizational effectiveness.

This role will use change management methodologies and frameworks to create structured programs that align with business needs to drive sustained change. Key outcomes for the change and OD work will focus on developing optimal organizational designs to enhance cross-enterprise efficiencies, including aspects such as agile work environments, prioritization frameworks, and decision-making clarity.

What You’ll Do

• In partnership with the OD/SWP team and Talent Partner, consult with business leaders on org redesign and broader organizational development implications.
• Support the business from a change management perspective, identifying methodologies and approaches to accomplish business objectives.

Organizational Design and Development:

• Implement organizational development frameworks, manage OD processes, and operationalize “how we work” shifts—such as moving to collaborative working models.
• In partnership with the OD/SWP team, support strategic workforce planning: conduct current/future state profiling, hot/critical skills identification, gap analyses.
• In partnership with the Director, OD/SWP, build the skills frameworks, buy/build/borrow talent models, and cross-functional efficiencies.
• Support Succession Planning Program through the development, maintenance, and implementation of a robust succession planning process in collaboration with the OD/SWP team, inclusive of career and talent pathways, and bridge to Learning/Talent Partners for upskilling and reskilling.

Change Management:

• In partnership with the business leaders and the Director, OD/SWP, support the development and execution of enterprise-wide change management strategies and frameworks that involve people, process and system workflows, restructuring, and agile operating model redesign.
• Develop change management tools, measure change effectiveness, and define and measure change impact against change initiatives and success outcomes.
• Support, review and identify areas of the change management process that present risks to the achievement of intended outcomes; work in partnership with the business leaders and Director, OD/SWP to develop mitigation strategies.
• Coach leaders through change using a change management lens and support identified cultural and behavioural shifts (e.g. disciplined prioritization; agile experimentation and outcome-based teaming) along with the People, Strategy Management, and IT teams.

Qualifications

• Bachelor’s degree in business, HR, organizational psychology, OD, or related field.
• Progressive experience in HR/OD work, including at least 5 years focused on organizational development and change management for multi-stakeholder, cross-functional initiatives (technology, process, structural changes, restructuring, organizational frameworks etc.).
• Hands-on experience in strategic workforce planning: current/future state profiling, critical skills identification, gap analysis, and building buy/build/borrow talent strategies.
• Proven track record coaching and influencing senior leaders through complex change, ideally in knowledge-based or service organizations.
• Proficiency with established change methodologies and tools (e.g., ADKAR, Kotter, Prosci, or equivalent), able to tailor approaches to context and capacity.
• Applied OD knowledge: org design concepts, role design, collaboration models, culture and behaviour change levers, succession planning, and talent pathways.
• Excellent communication (written, visual, verbal) with an ability to “translate” complex change/OD concepts into clear, practical guidance for all levels.
• Strong consulting skills: systems thinking, problem diagnosis, facilitation, and “connecting the dots” across initiatives.
• High emotional intelligence (resilience, and political savvy); able to navigate ambiguity, resistance, and competing priorities while maintaining trust with leaders and teams.
• Collaborative with an ability to work with People, Strategy/PMO, IT, and leaders to co-create solutions.

Requirements

• Formal training or certification in change management and/or strategic workforce planning (e.g., Prosci, SWP, OD programs) as an asset.
• Experience working in a non-profit social enterprise and/or experience in relevant sectors such as Credential Evaluation, Social Impact or Philanthropy.

Benefits

• Work-Life Harmony: Enjoy the freedom of remote work and flexible scheduling, paired with generous time-off policies.
• Rewards and Recognition: Competitive compensation, comprehensive benefits, and tangible rewards to celebrate your contributions.
• Professional Growth and Development: Comprehensive training programs and tuition reimbursement opportunities.
• Innovation and Impact: Engage in work that directly transforms lives and empowers individuals and communities.
• Community and Connection: Participate in a range of activities, including employee-led resource groups and initiatives that promote equity and celebrate diversity.