Organizational Development Facilitator (2) EX21-400 *Revised

In order to be considered for this position, applicants are required to complete the Organizational Development Facilitator Application tool.

Employment Opportunity & Training Opportunity Notice
EX21-400 *Revised

The City of Greater Sudbury


Organizational Development Facilitator (2)

Should there be no fully qualified candidates for these positions, less qualified candidates who can be expected to meet the required qualifications within a reasonable period may be considered for these positions as a training/development opportunity.

Reporting Location: Tom Davies Square

1 – Permanent Position

1 – Contract Position
(Estimated probable duration: Six (6) Months)

70 Hours Bi-Weekly

Start Date to Follow Selection Process

The Organizational Development, Safety, Wellness and Rehabilitation Section, Human Resources and Organizational Development Division, Corporate Services Department of the City of Greater Sudbury, requires two (2) Organizational Development Facilitators. The successful candidates must possess the qualifications and perform the duties, as set out below. The current range of pay for this position is $2,626.40 to $3,090.50 bi-weekly (subject to review).  (Training Opportunity range of pay is $2,391.20 to $2,816.80 per hour. The successful candidates will be paid at the reduced range until the minimum qualification have been met).

Main Function:

Co-ordinate, administer and deliver Organizational Development (OD) initiatives, and initiate process improvement.


Under the general direction of the Manager of Organizational Development, Safety, Wellness and Rehabilitation.

  1. Conduct a ‘needs’ analysis of performance planning and talent development activities within a portfolio to develop and deliver engaging and interactive programming to further enhance CGS’s employment experience. Partner with leaders in the deliberation, establishment and planning of both short and long-term strategies and support the successful implementation of the program.
  2. Provide advice and guidance on the application of the competency model for job descriptions.
  3. In accordance with the Human Capital Management Plan, assist in the review of best practices and implementation of organizational development programs, and ensure all information related to the organization is maintained and accurately reflects the status of competency rates, training portfolios and employee profiles.
  4. Design and execute best-in-class talent and OD tools, strategies and solutions, such as: Leadership and Employee Development, Organizational Culture, Diversity and Inclusion, Performance Development, Employee Engagement, Retention, Succession, Organization Design, Change Management and Learning.
  5. Design and effectively deliver in-house training, and lead audience-participation dialogues via in-class training, presentations, focus groups and workshops.
  6. Develop comprehensive measurement strategies for all learning solutions to demonstrate business impact and effectiveness. Additionally, measure the transfer of learning from course material to employee.
  7. Oversee the development of tools and strategies that enable leaders to create action plans and ensure that employees are motivated and engaged in order to deliver on the strategic objectives.
  8. Perform comprehensive analysis of Human Capital Management Plan metrics across all functional areas while identifying trends and staying informed about issues pertinent to the ability to attract, retain, engage and motivate talent.
  9. Contribute to business process improvement within the Organizational Development, Safety, Wellness and Rehabilitation section related to: process efficiencies; service delivery effectiveness; workload management; quality assurance; organizational performance management, and tactical and strategic planning practices.
  10. Assist in the development, enhancement and maintenance of PeopleSoft Human Capital Management (HCM) functionality for existing implementations and new deployments and other projects which may be identified.
  11. Develop and maintain a thorough working knowledge of CGS’s Safety Manual and the applicable Provincial Legislation listed therein.
  12. Perform other related duties as required.


Education and Training:

  • Community College Diploma in a related discipline from a recognized College.
  • Additional education initiatives to update and expand competencies in Business Process and Improvement and Human Capital Management considered an asset.


  • Minimum of three (3) years of related experience in organizational development and learning.
  • Demonstrated interest in business process improvement, and the development of learning material for corporate training considered an asset.
  • Experience with PeopleSoft HCM applications considered an asset.
  • Experience with learning management software considered an asset.

Knowledge of:

  • Highly competent with the Microsoft Office suite.
  • Human Resource Management Systems that support Organizational Development activities (e.g. recruitment, training and development, and succession planning)
  • Best practices within Human Resources and in particular, Organizational Development initiatives.
  • Current and emerging management issues within CGS as they affect Organizational Development initiatives.
  • Horizontal linkages to other relevant governmental levels and services as well as the private sector.

Abilities to:

  • Build and maintain effective information systems that support Organizational Development initiatives.
  • Exceptional organizational, analytical and problem-solving skills.
  • Excellent interpersonal and communication skills, including presentation skills.
  • Work in a team environment and motivate collaboration.
  • Develop, implement and deliver training programs.
  • Manage projects effectively, including process review and effective documentation.
  • Link programs, services and policies of the Division to broad policy objectives of the organization.
  • Create and respond appropriately to a continuous learning environment.

Personal Suitability:

  • Mental and physical fitness to perform essential job functions, including ability to carry and set up training equipment and materials.


  • Excellent use of English; verbally and in writing.
  • French verbal and written skills an asset.


  • May require the use of a personal or CGS vehicle on CGS business. Must be physically capable of operating a vehicle safely, possess a valid driver’s licence, have an acceptable driving record, and personal insurance coverage.

Leadership Competencies:

Tactical Coordination and Direction-Non Supervisory (I):


Competency Definition


Level Definition

Shaping the Future


Take a creative approach to problems or issues, “think outside the box”, go beyond the conventional, and explore creative uses of resources.


Proposes innovative ideas

Judgment and Decision Making

Make sound decisions involving varied levels of complexity, ambiguity and risk.


Assimilates and interprets data to make competing decisions

Delivering Business Results


Work and communicate collaboratively within City of Greater Sudbury to create alignment within and across teams and groups.


Collaborates beyond one’s area

Customer/Citizen Focus

The desire to work closely with internal and external customers to meet and exceed their expectations.


Addresses underlying customer/stakeholder needs

Impact & Influence

Persuade, convince, influence or gain the commitment of others to get them to accept a point of view, adopt a specific direction, commit to an idea, or take a course of action.


Adapts actions or words to persuade

Organizational Awareness

Learn and understand the key relationships, diverse interest groups and power bases within one’s own and other organizations.


Understands and uses formal structures/networks

Planning, Coordination & Execution

Plan and coordinate work to achieve desired results on a consistent basis.


Coordinates activities involving others within one’s team

Enhancing Personal Effectiveness

Commitment to Continuous Learning

Continuously develop and enhance one’s own and others’ personal and professional skills, knowledge and abilities.


Models a learning orientation


Adapt and work effectively within a variety of situations, and with various individuals or groups.


Applies rules flexibly

Interpersonal Communication

Communicate effectively by reflecting on verbal and non-verbal behaviour, being attuned to the needs, perspectives and sensitivities of others and acting with them in mind.


Effectively uses empathy

Managerial Courage/Integrity

Acting with integrity, ensuring one’s actions are consistent with City of Greater Sudbury’s values and expectations.


Is publicly candid with the team, acting with integrity consistent with one’s beliefs

Leadership Presence

Develop and maintain a sense of presence and emotional maturity and have an inner confidence that one can succeed and overcome obstacles.


Demonstrates personal courage

For more information on leadership competencies, please refer to our Leadership Competency Dictionary.

How to Apply:

In order to be considered for this position, applicants are required to complete the Organizational Development Facilitator Application tool by Friday, June 18, 2021 at 4:30 PM. If you are unable to access the Application tool, please email Please reference the Employment Opportunity number (EX21-400 *Revised) on your resume. Any application received after this deadline will not be considered.
The City of Greater Sudbury is dedicated to maintaining a fair and equitable work environment, and welcomes submissions from all qualified applicants.
Personal information submitted will be used for the purpose of determining suitability for this competition only in accordance with The Municipal Freedom of Information and Protection of Privacy Act. All applicants are thanked for their interest in this position. Only those selected for an interview will be contacted. If contacted, and you require a disability related accommodation in order to participate in the recruitment process, you must advise the Hiring Manager.