SENIOR CHANGE MANAGEMENT CONSULTANT

• Job ID: 67144
• Job Category:
• Division & Section: Parks, Forestry & Recreation, CPDD Capital Project Design & Delivery
• Work Location: METRO HALL, 55 John St, Toronto, M5V 3C6
• Job Type & Duration: Full-time, Temporary Vacancy, (18 months)

• Salary Range: $105,241.00- $160,649.00

• Shift Information: Monday to Friday, 35 hours per week per week
• Affiliation: Non-Union
• Qualified List will be established to fill select as applicable, permanent and temporary positions.
• Number of Positions Open: 1
• Posting Period: 05-Oct-2026 to 21-Oct-2026

Join Us!

If you are interested in learning more about the Senior Change Management Consultant role, you can participate in a virtual information session with Kathleen Harquail, Interim Director, Management Services on Thursday Oct 8 from 1:00PM -2:00PM You will have the opportunity to ask questions related to the position, working for the City of Toronto's Parks and Recreation division, as well as the City's application process.

Please find link below for the information session :

https://events.teams.microsoft.com/event/9679ef3a-fba5-42d1-b96f-82fdb74ba5b0@f0bc8ec6-9ed8-4d0c-9189-411ad949cc65?source=copyLinkLegacyShareLinkDialog

Parks and Recreation is in an important phase of organizational stabilization and renewal and is seeking an experienced, knowledgeable and accountable Senior Change Management Consultant.

Reporting to the Director of Management Services, this position will be responsible for leading the development and implementation of adaptive and transformational change initiatives across the division. The position requires someone who has progressive experience in large organizational change management (OCM) and is able to manage a broad range of responsibilities including: providing strategic consulting and advice; assessing, analyzing and developing plans; designing, implementing and facilitating workshops and other change management activities; and developing and implementing change plans. We are looking for someone who will:

• lead change initiatives to ensure outcomes are focused on customer service and visitor experience, and that they are measurable, predictable, and transparent.
• contribute to a culture of collaboration, continuous improvement and accountability.
• provide a lens that considers the magnitude of compounding change and the evolving needs of the City.
• maintain focus on equity and inclusion.
• build change strategies across the various lines of business in Parks and Recreation and help build divisional change management capacity.

• Develops and implements change management strategies and plans that maximize leadership alignment, foster employee and stakeholder participation and support, and are informed by internal/external drivers, organizational experience and knowledge, and divisional and corporate priorities.
• Provides subject matter expertise and advises on change management practices and effective implementation and application of an organizational change management framework, strategies, tools and resources.
• Advises on and contributes to the development of new or revised organizational operating models or structures to support successful change implementation and sustainment.
• Understands and applies change methodologies and principles, types and stages of change management and develops approaches to suit project complexity.
• Identifies key stakeholders and develops stakeholder management plans to build stakeholder support and ensure inclusive change management.
• Negotiates horizontal consensus and manages interests across senior leaders, project leads and varied stakeholders, influencing project outcomes from a non-hierarchical position.
• Assesses, evaluates and anticipates organization and stakeholder readiness, ability and capacity to undergo change, makes recommendations to senior management and develops plans for the enhancement of change capacity and capability.
• Identifies and assesses risks (internal and external), gaps and potential impacts associated with change initiatives and recommends and implements actions to minimize negative effects.
• Assesses learning needs to determine scale, complexity and magnitude of learning and development needs, identifies the gaps and develops plans including resource requirements, budget needs and performance metrics.
• Identifies the impact of culture on change initiatives, designs approach and plans with awareness of these impacts and identifies aspects of culture requiring change to achieve project outcomes.
• Develops and maintains methodologies, tools and training to support change capacity and competency. Identifies learning needs and appropriate training solutions for different audiences based on adult learning principles.
• Facilitates and/or collaborates on leadership development in change management for management level staff, including project sponsors and project leads.
• Defines and measures success metrics and monitors progress. Evaluates outcomes against objectives. Designs and conducts "lessons learned" and other evaluation strategies and recommends changes to processes and practices to build on learnings.
• Develops an approach to embed/institutionalize the change to sustain the benefits achieved, including knowledge transfer, performance management, continuous improvement and other related practices.
• Develops materials for socializing change with senior management and sponsors, including briefing materials, reports, and presentations.
• Develops key messages for communication at all levels in collaboration with communications staff.
• Manages assigned projects, ensuring effective teamwork and communication, high standards of work quality and organizational performance and continuous learning.
• Ensures that the project expenditures are controlled and maintained within approved budget limitations.
• Anticipates long-term impacts of all decisions and takes a broad approach to problem solving.

Key Qualifications

• 1. Post-secondary education in a professional discipline pertinent to the job function (i.e. Organization Development, Human Resources, etc.) or an equivalent combination of education and/or experience. Formal change management accreditation is an asset.
  2. Extensive experience leading change initiatives within a major public or private sector organization, including organizational reviews, service alignment activities, and similar organizational transformation initiatives.
  3. Extensive experience working at a strategic level, liaising with stakeholders to identify potential change impacts and ensure change plans are in place.
  4. Comprehensive knowledge and understanding of the application of change management processes, including complexity, culture, risk, readiness and other assessments, stakeholder identification, analysis and engagement, change communication planning, and training strategy development.
  5. Strong negotiation, problem-solving, decision-making, and communication skills, with the ability to influence, facilitate and build consensus among stakeholders at all organizational levels, including through effective written and verbal communication, presentations, and facilitation of small to large groups and discussions.
  6. Resourcefulness, ability to multitask, and strong consulting and relationship-building skills.

The City is an equal opportunity employer, dedicated to creating a workplace culture of inclusiveness that reflects the diverse residents that we serve. Learn more about the City's commitment to employment equity.

The City of Toronto is committed to creating an accessible and inclusive organization. We are committed to providing barrier-free and accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Should you require Code-protected accommodation through any stage of the recruitment process, please make them known when contacted and we will work with you to meet your needs. Disability-related accommodation during the application process is available upon request. Learn more about the City's Hiring Policies and Accommodation Process.