HR Consultant - Organizational Development

Do you value integrity and innovation? How about passion and caring? Great! Us too, and that's why you'll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.

Out-of-Scope

Term, Full-Time (up to 16 months)

Work Location: Saskatchewan. This role is eligible for hybrid, onsite or remote work in the provinces where we operate.

Pay Range: $81,758 - $109,002

Closes: Aug 19, 2026

General Accountability

The successful candidate is responsible for the development and execution of organizational development programming (workforce planning, succession, culture, employee experience, performance management, etc.) to advance the corporation in support of its people strategies and Target Operating Models. Conducts research, analysis and reporting and designs programming to support individual and team capabilities. Works with People Relationship Managers (PRM’s) and consults with stakeholders and leaders at all levels, including senior leaders, to improve organizational effectiveness and ensure alignment of talent programming to corporate strategies; prepares the organization and its people for the future.

Key Accountabilities

Note: This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.

Development, Design and Delivery of Programming

• Researches programming based on organizational needs and consults with PRM’s, leaders and stakeholders at all levels, to identify requirements; conducts needs assessments and presents findings and recommendations to leaders/stakeholders.

• Designs, delivers and manages programming that is aligned to HR frameworks on organizational needs. Recommends and applies a diversity, equity and inclusion lens to all content (i.e. design tools, processes and procedures associated with program):

  • Customizes program and materials as required

  • Works with external vendors and consultants as identified

  • Defines outcomes and evaluation criteria and measurements

  • Conducts a pilot and evaluation

• Supports the creation of programs to respond to structure/role changes requiring additional support to assist in adoption of a change; may uncover organizational design issues through succession/strategic planning and collaborate with leaders and OCM to provide support.

• Supports OCM and PRM’s in the delivery of organizational design work including the creation of the organizational design tool kit and process.

Team Effectiveness

• Consults and collaborates with other HR departments and leaders to understand concerns and issues, determine gaps, and agree on an approach/plan to deliver the solution/service to enhance team effectiveness.

• Proactively conducts diagnostics to determine team effectiveness issues and design tools to provide solutions; consults with leaders to identify and understand organizational effectiveness issues and develops plans to determine mitigation tactics/approaches.

• Supports and facilitates team management discussions to enhance team effectiveness using existing tools and assessments). Advises ER when a conflict has been identified that requires their support.

• Leads the administration and application of assessments, and organizational and team tools (EQi, 360, Birkman, DiSC, Minden Assessment process, etc.); includes individual/team debriefs and creates related development plans.

• Supports other HR areas in investigations/interventions and assists with compiling information or data to inform development and other plans.

• Uses data from various sources including surveys to provide insight and drive program changes or enhancements.

Corporate Leadership and Employee Experience

• Develops individual customized leadership development plans as part of the succession process.

• Provides coaching support to management (on their own performance and development) and support for management to deal with performance development of their team (prior to Employee Relations being involved).

• Researches leadership tools and assessments for use in leadership development; administers and debriefs assessment tools to support leadership development.

• Collaboratively creates and manages senior leadership and management coaching and mentoring programs for leadership development purposes.

• Manages external coaching assignments (connected to development plans), including the tracking and required follow up.

• Leads the design, implementation, evaluation, and evolution of an employee experience program within divisions.

• Oversees and ensures effective management of employee experience and engagement program including:

  • Liaises with SGI Insights team to ensure efficient and accurate assessment of survey results

  • Understands results and can confidently deliver corporately and divisionally and integrate company outcomes

  • Supports engagement action planning and specialized activities where required

  • Maintains reporting requirements

Culture Strategy Reinforcement and Advancement

• Supports the strategic culture program and annual reinforcement plan that supports organizational transformation; ensures diversity, equity and inclusion is an underlying component of culture programming.

• Collaborates with the Culture Committees and to research, define, establish, evaluate and review the culture outcomes and measurements in order to meet strategic direction.

• Researches areas requiring focus and brings recommendations to leadership. Initiates corrective action to ensure the continuous advancement and evolution of culture.

• Identifies and designs plans to support ongoing development of groups that are experiencing challenges with driving culture forward and facilitates discussions to support the plans.

• Ensures the corporation’s desired-state culture is integrated in all HR programming (competencies, coaching, learning, etc.).

• Supports the work within the Culture and Diversity Equity & Inclusion Committees to advance the culture within SGI.

Performance Management

• Researches, designs, implements and reviews the performance management programs (out-of-scope and in-scope).

• Consults on the effectiveness of objectives and competencies; provides feedback, including the application and understanding of ratings and the use of the competency model.

• Collaborates with ER to support leaders and employees on performance progress and provides advice, guidance and support on plans where required.

• Provides tools and resources to support the annual PDP calibration exercises.

• Administers the in-scope and out-of-scope performance processes, which includes leading the year end reporting process.

• Reviews and evaluates the competency framework annually and conducts research and recommends changes to ensure alignment with strategic objectives.

• Collaborates with Corporate Learning team to support the development and delivery of performance training (objectives and competencies).

Workforce Planning & Succession and Talent Management

• Collaboratively establishes workforce planning framework and tools leveraging technology to streamline process and increase data.

• Collaborates with key HR resources and consults with leaders on the development of workforce plans.

• Compiles trends and analyzes data to inform leaders of the workforce picture at the divisional and organizational levels and utilizes reports and metrics to inform potential risks.

• Conducts research and analysis (demographics, strategic plans, needs, risks and gaps, succession plans, internal/external environmental factors and trends) and utilizes information to collaboratively build talent management plans to mitigate risks within divisions.

• Collaboratively develops risk mitigation plans in conjunction with leaders, PRMs and other areas of HR to develop talent management plans.

• Works with leaders to create and support the implementation of development plans to address gaps identified in talent management plan.

• Designs tools and processes that enable job movement, role changes, and retention strategies (i.e. career guides).

• In collaboration with PRMs, facilitate workforce transition discussions and supports leadership development of displaced leaders.

• Creates and/or sources tools and assessments used in the succession process. Applies these tools as part of the succession planning process and overall succession program.

• Engages with leaders to identify and develop high potential leaders as part of an SGI talent pipeline approach.

• Supports the Corporate Leadership Development committee with the identification, development and reporting of key high potential talent.

• Gathers and analyzes data to create individual succession plans and support leadership development.

Leadership

• Actively contributes to and supports a culture of a high performing workforce.

• Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.

• Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.

• Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training and developmental opportunities.

Corporate Management

• Enables the success of programs and policies that are in alignment with corporate, strategic and divisional strategies.

• Manages risk in area of authority.

• Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.

Education and Experience

• Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.

• Certification in organizational development.

• Five years’ related experience in organizational development.

• A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.

Knowledge, Skills and Abilities

• Knowledge of organizational development foundations and workforce planning theory and practice.

• Knowledge of HR functions and how they interconnect.

• Knowledge of SGI’s vision, values and strategic imperatives and corporate direction.

• Knowledge of consulting and needs assessment processes.

• Knowledge Microsoft Word, Excel and PowerPoint.

• Ability to communicate clearly, concisely and targeted to the audience, orally and in writing.

• Ability to identify and understand issues and problems and in turn generate a number of solutions, evaluating the value of each to improve results.

• Skill in consulting and facilitating.

• Skill in project management in order to plan, manage and execute projects.

• Skill in analysing data leveraging Artificial Intelligence tools.

Behavioural Competencies:
Leader Level 3 – Applies (Team/Dept)

• Accountability - Provides Direction and Sets Expectations

• Business Acumen - Applies Broader Business Metrics and Understands the Internal and External Environment

• Change Agility - Makes Change Real for Others

• Leadership - Leads the Team

At SGI, we are committed to a workplace where people feel respected, valued, and able to contribute fully. Through fair, consistent, and transparent people practices, we attract skilled talent with varied lived experiences and offer meaningful work, opportunities for growth, and a strong sense of belonging. Our commitment to reconciliation includes inclusive hiring practices that create meaningful opportunities for Indigenous peoples and support a workforce reflective of the communities we serve. Join us in building a culture where contributions are valued and shared success is shaped by our people.

If you require an accommodation during the recruitment process, we invite you to submit your accommodation request to employeeleaves@sgi.sk.ca and we will work through your request with you. All information received will be kept confidential.

Pay Range:$81,758.00 - $109,002.00

Posting Close Date:

August 19, 2026

As you prepare to submit your application, and cover letter if applicable, please highlight the achievements that demonstrate why you're a great candidate for this role.