Status: Full Time

Hours: Monday – Friday, 35 hours/week

Home Campus: Fennell (hybrid work arrangements available)

Rate of Pay: Payband 11 ($100,363 - $125,453 per year)

Vacancy Status: 1 vacancy available

Posting Date: June 5th, 2026

Closing Date: June 19th, 2026 at 7:00 pm EST

We believe the rich diversity among our students and the communities we serve should be reflected within our workforce. As educators, we believe it is important to act and show leadership in advancing the principles of reconciliation, equity, diversity, and inclusion in our community.

Job Summary

Reporting to the Director, People, Organizational Development, and Change (PODC) the Learning and Organizational Development Partner plays a key role in driving the development and implementation of college-wide initiatives and programs including learning and leadership development, change and transition consulting, employee engagement, and team development. This role will coach and guide our leaders to grow and develop skills, competencies and capabilities which will have a direct impact on evolving our organizational effectiveness and enable them to support and build high functioning and engaged teams.

The position is accountable for the planning, design, development, delivery and evaluation of a range of learning and organizational development initiatives, programs and services related to the People Strategy and Strategic Plan. Such initiatives will support the college priorities to promote and support our desired organizational culture, specifically as it relates to learning and leadership development, change and transition consulting, employee engagement, and team development.

This role is a coach, facilitator and change agent responsible for conducting organization-wide needs assessments and gap analysis related to all aspects of learning and organizational development. As a trusted advisor, this position will support our leaders in a variety of ways including assessing needs at the individual, team and systems levels. This may include working with leaders and teams on appropriate strategies, developing programs, and recommending engagement initiatives to the leader that will enhance overall effectiveness.

The incumbent is responsible for identifying learning trends and changing college needs related to learning and leadership development, change and transition consulting, employee engagement and team development.

Reviewing and recommending costs for programs, tools and forecasting budget will also be a key responsibility.

The incumbent is responsible for developing the required design/frameworks, policies, procedures, communications and promotion of learning and organizational development initiatives across the college. These will also include succession planning and talent management.

What You’ll Be Doing

Employee and Leadership Development – Design, Development and Delivery

Creates organization-wide and/or client-specific employee and leadership development programs or training, including the design, development, delivery and evaluation of the program or training.
Identifies programs external to the college that support employee and leadership development needs.
Utilizes expertise in instructional design and adult learning principles to design/select appropriate instructional methods to appeal to various learning styles, (e.g. individual training, group instruction, self study, lectures, demonstrations, simulation exercises, role play, computer-based training).
Demonstrates competence in training design and delivery in synchronous, asynchronous, in-person and virtual learning environments.
Develops, implements and evaluates communications and promotional strategies for learning and leadership development programs.
Implements effective measurement tools that will evaluate return on investment incorporated in executive summaries.
Ensures the program deliverables/outcomes for existing and new initiatives are successfully executed.
Builds and incorporates leadership competencies into HR programs, to support and enhance capabilities for employees across the college.
Actively participates in college wide department meetings to ensure input and ideas for program initiatives while promoting lifelong learning and leadership development.
Utilizes project management skills to plan out and implement learning and organizational development programs.
Consults with leaders, parties of interest, and human resources strategic partners to determine development needs to meet strategic business objectives and support organizational change.
Develop and deliver presentations to management teams to create awareness of programs.

Change and Transition Consulting

As a Trusted Advisor With Third Party Objectivity, The Incumbent Will Provide Change And Transition Management Consulting Expertise For College-wide Sponsored Projects That Are Aligned With Business Priorities, The People Strategy And Strategic Plan. Outcomes Will Focus On Cultural Awareness, Change Management Experience, And Best Practice That Provide Leaders And Teams With a Sustainable Successful Edge By Helping To

Assess change readiness.
Identify and understand key constituents.
Create change and transition management strategies/plans.
Analyze and understand the impact on jobs and people.
Create and manage implementation plans.
Measure and understand outcomes.
Provides change and transition management consulting, support, and training to leaders by drawing on knowledge of change and transition theories, human dynamics, and organizational behaviour to build appropriate strategies to support effective implementation of organizational changes.

Employee Engagement and Team Effectiveness

Develops and implements engagement and organizational assessments, including college-wide surveys, as well as focus groups and consultations, that build on existing strengths, assess challenges, and develop evidence-based recommendations that strengthen engagement, culture and ways of working.
Provides conflict management support to teams and leaders by drawing on knowledge of organizational behaviour to help identify the sources of interpersonal and group tensions, facilitate constructive dialogue, and build the skills and conditions needed for teams to work through disagreement productively and respectfully.
Coaches and advises people managers and senior leaders through organizational and team development processes to build their confidence and capability to sustain healthy, high-performing and inclusive team cultures over the long term.
Designs and facilitates team development programs, to support and encourage organizational and team effectiveness.
Consults with managers, parties of interest, and human resources strategic partners to determine development needs to meet strategic business objectives and support organizational change.
Builds a strong network of professionals internally and externally to be used as subject matter experts or as consultants to ensure the development needs of teams are being met.

Needs Assessment, Program Evaluation and Reporting

Conducts college-wide and client specific needs and gap analysis using interviews, surveys, focus groups, committees, and data analytics to support or initiate programs related to learning and organizational development.
Evaluates programs and gathers feedback for continuous improvement and return on investment.
Compiles data and analyzes past and current year training programs related to learning and organizational development.
Represents the college on sector organizations such as Community College Human Resource Developers (CCHRD) and Canadian Society for Organizational and Professional Developers (CSPOD), Western Region of Colleges, Ontario College Administrative Staff Association (OCASA) to share information, ideas, research and resources.

Budget and Contractor Management

Forecast and manage budget related to leadership and team development programs.
Sources and schedules external contract facilitators in alignment with procurement processes and policies.
Oversees relationships with training vendors to ensure leading edge and relevant training programs are in place for leadership and team development.
Works with clients to identify budget allocations for either internal or external programs related to learning and organizational development.

Other Duties As Assigned

Stay informed about the latest trends, research, and best practices in leadership and organizational development and ensure these are considered in planning.
Undertake special projects as assigned.

What You’ll Bring To The Role

A four-year degree in Adult Education, Organizational Development, Psychology, Human Resources or similar field of study. Masters degree is an asset.
Education/Certificate/Diploma in Organization Development applied behavioural sciences, Change Management or related discipline, or equivalent combination of education and experience.
A minimum of seven years of experience in a learning and development role with focus on learning, leadership development, employee engagement, change and transition consulting and team effectiveness.
Professional designation or training through a program affiliated with the International Coach Federation (ICF) and in one or more of the following: Certified Training and Development Professional (CTDP), and/or Certified Training Practitioner (CTP), Certified HR Leader (CHRL), Change Practitioner are an asset.
Certified to administer team and personal development psychometric assessments/inventories e.g. MBTI, SDI, DISC, Strength Finders, EQ-I 2.0, Thomas Kilman Conflict Inventory are an asset.
Certified to deliver employee and team development programs e.g. Crucial Conversations, Five Behaviours of a Team, etc. are an asset.
Formal training and demonstrated knowledge of adult learning styles, participative training design, and universal design.
Formal training and demonstrated knowledge of group and team dynamics, organizational development theory and practices, employee engagement, leadership and team development principles, organizational and team assessment, advanced consulting methods, leadership coaching, advanced conflict resolution, process facilitation, change and transition consulting, and web-based training solutions.
Formal training in Project Management is an asset.
Advanced skills in survey methodology preferred.
Intermediate to Advanced skills in MS Office suite including Teams.
Superb presentation and facilitation skills.
Negotiation skills to work with vendors and parties of interest.
Excellent time and project management skills.
Able to work under pressure and meet deadlines.
Exceptional communication skills (written and oral).
Proven experience in designing engagement initiatives, leadership and employee learning programs; and in the delivery/implementation of training to all levels of staff with multimedia formats.
Proven experience in change and transition consulting.
Experience as an internal consultant, dealing with parties of interest, management and external vendors.
Experience in restorative work, team development or team building.
Experience working with all groups and levels within an organization, ideally in a unionized, multi-site environment.
Demonstrated commitment and understanding of human rights, equity, diversity, inclusion, and accessibility.
The ability to communicate and work effectively with diverse students, employees, and communities.

What We Offer

Progressive vacation plan starting with 22 vacation days per year plus holiday closure.
Defined Benefit pension plan (CAAT) with contributions matched by Mohawk College.
93% top up of maternity and parental leave pay for 52 weeks.
Annual employee performance incentive program.
Comprehensive benefits package including health, dental, vision, paramedical services (massage therapy, acupuncture, naturopath, psychotherapy and psychology), short-term and long-term disability.
Ability to take courses at a reduced rate for employees and dependents.

To find out more about working at Mohawk College, including our Employee Value Proposition, please visit https://www.mohawkcollege.ca/about-mohawk/careers-at-mohawk

We are committed to reconciliation and nurturing an inclusive, diverse, equitable, and accessible (IDEA) environment for everyone who learns and works at Mohawk College. We welcome applications from racialized persons, women, Indigenous people, persons with disabilities, 2SLGBTQIA+ persons, and others who may contribute to the further diversification of ideas.

The College is committed to fostering inclusive and barrier-free recruitment and selection processes. If you require accommodation during any stage of the recruitment process, please contact Human Resources.

To learn more about Mohawk College’s commitments, please visit the Mohawk College strategic plan webpage: https://www.strategicplan.mohawkcollege.ca/

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