Job Duties/Qualifications, Skills and Abilities(QSA) Job Duties Job Duties General Accountability The Organizational Effectiveness (OE) Consultant is a trusted partner who helps leaders and teams navigate complex organizational challenges and strengthen workplace effectiveness.

Working across Saskatchewan Polytechnic, the role influences how the organization approaches leadership and team development, change management, learning and workplace conflict.

Through assessment, advice, coaching and process design, the OE Consultant shapes practical solutions that build organizational capacity and advance strategic and operational priorities.

Nature and Scope Saskatchewan Polytechnic serves students across Treaty 4 and Treaty 6 Territories and the homeland of the Métis, with campuses in Moose Jaw, Prince Albert, Regina and Saskatoon.

Guided by our organizational values, Human Resources builds effective relationships across the institution to support strategic and operational priorities.

Operating across diverse client portfolios and organizational contexts, the OE Consultant works with HR colleagues and institutional leaders on complex, sensitive and high-impact initiatives.

Assignments range from targeted team interventions to cross-functional and organization-wide work, requiring sound judgment, adaptability and the ability to influence without formal authority.

The position joins a team of two other Organizational Effectiveness Consultants, has no direct reports and reports to the Director, HR Strategy Development.

It may be based at any Saskatchewan Polytechnic location and requires provincial travel as needed.

It may be eligible for Saskatchewan Polytechnic’s remote work program. QUALIFICATIONS, SKILLS, ABILITIES AND EXPERIENCE Specific Accountabilities 1.

Leadership, Team and Workplace Effectiveness Assess leadership, team and workplace factors affecting engagement, collaboration and effectiveness.

Design and support interventions that strengthen leadership effectiveness and team functioning.

Provide practical advice, coaching and facilitation to leaders and teams.





Help leaders and teams address barriers to inclusion, belonging and equitable participation.

Develop and share practical tools informed by current organizational effectiveness, inclusive workplace and reconciliation practices. 2.

Learning and Capacity Development Assess learning needs with HR colleagues and leaders to support employee development and organizational priorities.

Design, coordinate and deliver learning initiatives ranging from targeted workshops to organization-wide offerings, including in-house leadership development programs.

Build supervisors’ and leaders’ capacity through education, practical tools and coaching.

Integrate equity, diversity, inclusion and reconciliation into learning design and delivery, collaborating with appropriate internal and community partners, including Indigenous Elders and Knowledge Keepers.

Evaluate learning outcomes and use feedback to improve programming. 3.

Organizational Change Management Coordinate and contribute to organizational change initiatives by advising leaders and teams in planning, communication, implementation and sustainment, including practical change plans, engagement approaches, tools and resources.

Help leaders and teams assess readiness for change and identify impacts, risks, stakeholder needs and capacity.

Apply an equity, diversity, inclusion and reconciliation lens to change planning and stakeholder engagement, considering diverse impacts, systemic barriers and equitable participation.

Establish measures of change readiness, adoption and sustainability, evaluate outcomes and recommend adjustments. 4.

Workplace Conflict Assessment and Resolution Partner with HR colleagues and leaders to assess workplace conflict, risks and support needs.





Recommend and facilitate early resolution, conflict coaching, team restoration and other informal interventions within the role’s scope.

Distinguish informal conflict interventions from matters requiring formal or specialized HR processes and refer or escalate accordingly.

Apply inclusive and culturally responsive practices that consider individual experiences, power dynamics and systemic barriers.

Communicate timely observations, risks, options and recommended next steps while handling sensitive information discreetly.

Duties Required Qualifications, Skills and Abilities (QSA) A post-secondary degree in human resources management, organizational development, leadership, adult education or a closely related discipline.

Demonstrated experience in organizational and team effectiveness, including supporting change and addressing workplace conflict, as well as leadership development, learning and facilitation.

Previous supervisory or project stewardship experience is valuable.

Knowledge of equity, diversity, inclusion and reconciliation and their application in workplace contexts. A CPHR, CTDP or ICF designation is an asset.

Desired QSA Required Competencies Builds Leadership & Culture Brings authenticity, emotional intelligence and accountability to develop leadership effectiveness in individuals, teams and our culture.

Cultivates Strong Relationships Builds strong and trusting internal and external relationships and brings a stakeholder and learner-centric mindset and focus to all elements of the organization.

Drives Operational Excellence Leverages business insight, financial acumen and operational rigor to maximize productivity and build long-term, sustainable success.

Inspires Courage & Innovation Models and enables creative thinking, curiosity and calculated risk taking to create recent solutions and enable transformative change.

Leads Transformation Anticipates emerging trends and creates opportunities that shape and transform the organization and the polytechnic sector in Canada.

📌 Organizational Effectiveness Consultant (Saskatchewan)
🏢 Saskatchewan Polytechnic
📍 Saskatchewan