Senior Director, Organizational Development

Are you looking to join one of Greater Toronto’s Top 2026 Employers ?

The Ontario Medical Association (OMA) advocates for and supports doctors, seeking to strengthen their leadership role in caring for patients.

We continually seek to be the trusted voice in transforming Ontario’s health-care system by courageously pursuing best practices, new ideas, solutions, and opportunities to improve.

Job summary This role plays a key leadership role in ensuring organizational policies, workforce design, workforce readiness, change management and people practices evolve in step with modern best practices including AI-enabled ways of working, integrating EDIA, wellness and human centric principles.

• This role serves as the organizational steward for human, behavioural, and process change associated with modernization, ensuring people, roles, workflows, and capabilities evolve intentionally as technology and people practices maturity increases.

Working at the nexus of People & Culture and Technology teams, the role enables an intentional, human-centred approach to transformational change, with an emphasis on adoption, behaviour change, capability uplift, and sustained value realization in support of a future-ready workforce.

The role leads organizational development through workforce data, behavioural insights, staff feedback and stewardship of policies and procedures to strengthen equity, inclusion, engagement, wellbeing, adaptability and performance.

How you will make a difference Organizational Development & Effectiveness Supporting the design and execution of organizational health and design strategies that leverage workforce data to align structure, roles, policies, culture, staff programs and ways of working with OMA’s strategic priorities.

Drive modernization and continuous improvement across P&C systems, practices, and policy frameworks, positioning the OMA workforce for future readines Workforce Modernization & Change Enablement Leading enterprise-wide change enablement for digital transformation, ensuring roles, workflows, decision-making, and ways of working evolve alongside advancing AI capabilities.

Design and steward a structured change management approach for digital/AI and other people initiatives (including readiness, stakeholder mapping, change impacts, communications, reinforcement, measurement, and iteration) in partnership with Technology team and business leaders.

Establish and address current and future skill gaps arising from adoption of new technologies and processes, partnering with Talent Development & Learning team and business leaders to deliver upskilling, reskilling, that enables safe, effective, and confident use.

Steward leaders and teams to adapt human judgment, accountability, and oversight as AI becomes more prevalent in the workplace.

Champion human-centred adoption that balances productivity, wellbeing, equity, accessibility, and trust.

Measure adoption, capability uplift, and behavioural change over time.

• Data Informed Workforce Strategy Advance maturity in the use of metrics and analytics, including emerging people analytics, while ensuring appropriate interpretation, governance and use of qualitative and quantitative data to inform risks and recommendations.

Translate workforce analytics and insights into practical workforce actions.

• Culture, Employee Experience & EDIA Integration Champion culture, equity, diversity, inclusion, accessibility, wellbeing, and engagement as core organizational design principles, ensuring they are embedded across leadership practices, people systems, policies and decision-making frameworks.

Ensuring EDIA considerations are systematically integrated into workforce design, policy development, and change initiatives through standards, tools, and decision checkpoints.

• Strategic Advisory Leading P&C’s role in organizational readiness for digital transformation and new technologies, partnering with Technology and teams to align workforce preparedness with the AI roadmap to advance maturity.

Advise and support senior leaders on workforce risks & opportunities related to organizational change, adoption of new technologies, culture, and policy decisions, grounded in a deep understanding of human behaviour and organizational dynamics, and equity impact.

Serve as a P&C advisor within AI governance forums, ensuring workforce, behavioral, ethical, and equity implications are considered in policy and deployment decisions.

• Team Leadership & OD Portfolio Lead the Organizational Development team, setting priorities, allocating capacity, fostering an inclusive and high-performing environment, coaching and developing direct reports.

Collaborate with P&C team leads to co-lead delivering P&C objectives, ensuring alignment across organizational design, systems, and culture initiatives.

Requirements that are important to us Degree in related field preferred to provide adequate grounding to inform the work and support credibility (e.g.

Organizational Development, Human Resources, Organizational Behaviour, Organizational Psychology, Business Administration or other related field) Demonstrated experience operating at a systems level, not just program delivery.

• 10+ years of progressive experience in systems thinking, org-wide diagnostics and change management (e.g.

culture and engagement, organizational design, change leadership and adoption, advising senior leaders on org-wide data informed strategies).

Facilitation of complex, multi-stakeholder processes OD specific certification (e.g., Organization Development Certification Program) is an asset Change Management certification (e.g., Prosci) is an asset Chartered Professional/Leader in Human Resources (e.g.

CHRP, CHRL) is an asset Senior level experience in organizational design, organizational development, change management, or related fields Demonstrated success leading enterprise transformation and advising executives Strong grounding in EDIA and inclusive organizational practices Advanced experience leading multidisciplinary teams and complex portfolios The OMA has moved to a permanent hybrid work environment.

As such, the individual in this position will be required to work a minimum number of days in our Toronto office.

What do we have to offer you?

A work environment whose values are to be respectful, bold, responsive, and transparent in our work and our behaviours A fantastic opportunity to grow with the team and help shape the strategic direction of the OMA, its members and the health-care system An organization that is committed to the equity, diversity and inclusion principles of humility, accountability, collaboration, courage and integrity A commitment to growth and development through paid professional development and continuous in-house learning A friendly and flexible hybrid work environment Competitive total rewards package including a hiring salary range of $131,725-$139,950 plus pension plan and a bonus program Exceptional group benefits package, including a spending account and a robust wellness program An organization that has been recognized as a Greater Toronto’s Top Employers for six consecutive years.

As a condition of employment, OMA conducts background checks and reference checks for all open positions.

• Facebook | Twitter | Instagram | YouTube | LinkedIn ­­ We're excited to share this opportunity, which is for a newly created position part of our ongoing search for great talent on our team. Kindly be advised that our recruitment process does not involve the use of Artificial Intelligence.

The Ontario Medical Association is strongly committed to diversity within its community and welcomes applications from racialized persons/persons of colour, women, Indigenous People of North America, persons with disabilities, LGBTQ2S+ persons, and others who may contribute to the further diversification of ideas.

In accordance with the AODA Act, accommodation will be provided throughout the recruitment process to applicants with disabilities.

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