Senior Advisor, Organizational Development

Role Overview

• Supports the development and implementation an enterprise-wide organizational design framework aligned to existing job architecture, business strategy and operational needs
• Advises business leaders on organization structure, role clarity, spans and layers, workforce planning, and governance models
• Conducts organizational diagnostics to identify structural inefficiencies, duplication, or gaps
• Partners with HR Business Partners to support restructuring initiatives and workforce planning efforts
• Develop tools, templates, and guidelines to support consistent organizational design practices across the organization
• Analyze organizational data and metrics to inform decision-making and measure impact
• Lead the development, administration, and analysis of enterprise employee engagement surveys
• Interprets survey results to identify root causes, trends, and systemic themes at an enterprise level
• Develop the frameworks and tools that support leaders in developing measurable action plans and accountability mechanisms based on department/team survey results
• Develop mechanisms to monitor progress on engagement and culture initiatives
• Support enterprise-wide employee feedback strategies and continuous improvement practices
• Connects engagement insights to broader talent, performance, and culture initiatives
• Lead the development and implementation of HR-driven DE&I strategies and initiatives aligned to Seaspan’s business strategy
• Partner with HR and business leaders to integrate DE&I principles into talent processes, policies, and programs
• Develop metrics and reporting mechanisms to monitor progress and outcomes on DE&I strategies and initiatives
• Provide advisory support on inclusive leadership, culture-building, and equitable practices
• Collaborate closely with the Senior Manager, Organizational Development and Change to align initiatives with enterprise priorities.

Requirements

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field (Master’s degree considered an asset)
• 8+ years of progressive experience in Organizational Development, including organizational design and employee engagement
• Demonstrated experience developing frameworks and enterprise-level programs
• Strong analytical capability with experience interpreting engagement and organizational metrics
• Experience supporting DE&I strategy and implementation within HR
• Experience working in industrial, manufacturing, engineering, or unionized environments is considered an asset
• Deep knowledge of organizational design principles (e.g., spans and layers, decision rights, governance, role clarity, capability alignment)
• Ability to diagnose structural inefficiencies and recommend evidence-based solutions
• Strong understanding of inclusive workplace practices and systemic equity considerations
• Ability to influence without direct authority and operate effectively as a senior individual contributor
• Strong facilitation, consulting, and stakeholder management skills
• Strong written communication skills suitable for senior leadership audiences
• Ability to develop executive-ready presentations, briefing materials, and frameworks.

Benefits

• Health insurance
• Pension plan matching
• Annual bonus
• Flexible work arrangements
• Wellness benefits including paramedical services, dental and vision care, life insurance
• Medical leave coverage
• Parental leave coverage
• Childcare benefit partnership
• $500 personal spending account
• Employee Family Assistance Program (EFAP)
• Access to Pemberton campus gym
• Complimentary shuttle bus service