Job Description Job Description 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 workplace 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.

📌 CLBC Organizational Design Consultant (Vancouver)
🏢 Bridge Strategies
📍 Vancouver