Change Manager

 

Reporting to the OHS Infrastructure Project Manager, the Change Management Lead is responsible for supporting OHS Solutions’ change management initiatives in order to meet the business, schedule, and budget objectives. This role will focus on the people side of change – including changes to business processes, systems and technology, job functions, and organization structures. The primary focus will be creating and implementing change management plans that minimize resistance and maximize user engagement. The Change Management Lead will work to drive faster adoption, greater ultimate utilization, and higher proficiency on the changes impacting employees and users of the systems within the organization. The Change Management Lead is responsible for the creation and implementation of change management strategies, providing change coaching and support to managers and supervisors as they help their staff through the same process. Additional support will be required for project teams in integrating change management activities into their project plans.

What you’ll do

• Applies a structured change management approach and methodology for the people-side change caused by projects, organizational changes, and other change efforts impacting the organization, partner health authorities, and other stakeholder organizations.
• Develops a change management strategy based on a situational awareness of the details of the change and the groups being impacted by the change.
• Initiates, cultivates, and maintains an effective change network of change champions within the organization, across partner health authorities, and other stakeholder organizations. Develops influence within the network and provides change-related coaching, mentoring, and support to change champions.
• Identifies potential people-side risks and anticipates points of resistance, and develops specific plans to mitigate or address the concerns (identifies resistance and performance gaps, develops and implements corrective actions).
• Conducts readiness assessments; evaluates results and presents findings in a logical and easy-to-understand manner.
• Develops in conjunction with other stakeholders a set of actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan, and resistance management plan.
• Supports the execution of plans by employee-facing managers and business leaders.
• Acts as an active and visible coach to executives and leaders who are change sponsors.
• Creates and manages measurement systems to track adoption, utilization, and proficiency of individual changes.
• Creates and enables reinforcement mechanisms and celebrations of success.
• Works with project teams to integrate change management activities into the overall project plan.
• Works with Communication, Training, Human Resources, and Organizational Development specialists in the formulation of particular plans and activities to support project implementation.
• Facilitates knowledge transfer from operational staff to project team regarding workflows and business processes.

What you bring

 

Qualifications

A level of education, training, and experience equivalent to a Master’s degree in Organizational Development, Organizational Change, or Business Administration and seven (7) years of experience in leading change or technology change in a relevant setting.

PROSCI Certification or equivalent experience in change management principles and methodologies is an asset.

 

• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility.
• Demonstrate comprehensive knowledge of the historic and ongoing impacts of settler colonialism and systemic racism on Indigenous Peoples within social and health contexts. This includes understanding how these factors contribute to current health disparities and barriers to care. Show a clear commitment to identifying, challenging, and eradicating Indigenous-specific racism and all forms of discrimination impacting equity-deserving groups within health care settings. This involves familiarity and understanding Indigenous Cultural Safety and Humility recognizing personal biases, institutional barriers, engaging in anti-racism education and training and advocating for systemic change.
• Demonstrated knowledge and understanding of legislative obligations and provincial commitments within the program contexts found in the foundational documents including Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study - BC Human Rights Code, BC Anti-racism Act and how they intersect across the health care system.

Core Competencies

• Brings an understanding of the Indigenous specific racism and the broader systemic racism that exists in the colonial health care structure, and has demonstrated initiatives in breaking down barriers and ensuring a safe environment ensuring a sense of belonging to all and informed by Indigenous Cultural Safety.
• Awareness of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

Skills & Knowledge

• Demonstrated experience in leading change within a complex environment.
• Demonstrated expert knowledge and leadership in Organizational Change. Demonstrated experience leading a team and fostering a respectful, motivating, and supportive environment.
• Demonstrated expert knowledge in change theory and adoption principles and how these principles can be translated into implementation strategies to generate positive outcomes.
• Demonstrated problem-solving and root cause identification skills.
• Demonstrated ability to manage relationships and influence senior leadership.
• Demonstrated analytical and decision-making abilities.
• Demonstrated knowledge of Lean or related process improvement principles.
• Demonstrated ability to see the “whole picture” in relation to the project.
• Proven ability to influence, engage, collaborate on, and coordinate change activities successfully across multiple organizations.
• Exceptional verbal and written communication skills.
• Familiarity with project management approaches and methodology.
• Experience with large-scale organizational change efforts.
• Experience with strategic planning and tactics, and problem-solving and root cause analysis skills.

• Demonstrates a commitment to beginning and/or continuing their personal learning journey related to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Shows willingness to articulate and share their learning experiences to contribute to a culture of motivation and inspiration among peers.
• Demonstrates foundational knowledge of the social, economic, and political realities of settler-colonialism and its impacts on Indigenous peoples and equity-deserving groups within social and health contexts. Understands the impact of social determinants of health-on-health outcomes. Shows a commitment to learning about and upholding legislative obligations and provincial commitments outlined in foundational documents such as the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, the BC Human Rights Code, Anti-Racism Data Act, and the Distinctions Based Approach.

What we bring

 

Every PHSA employee enables the best possible patient care for our patients and their families. Whether you are providing direct care, conducting research, or making it possible for others to do their work, you impact the lives of British Columbians today and in the future. That’s why we’re focused on your care too – offering health, wellness, development programs to support you – at work and at home.

• Join one of BC’s largest employers with province-wide programs, services and operations – offering vast opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our 2,000+ in-house courses including a range of experience level, profession-specific, or other essential training on Indigenous Cultural Safety; Indigenous-specific anti-racism; Diversity, Equity, Inclusion and accessibility, mental health and well-being, and more.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to WorkPerks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.

Job Type: Temporary Casual
Salary Range: $51/hour - $61/hour - as a casual employee, total earnings include an additional 13% in lieu of benefits and paid vacation. The rate for this position would be determined with consideration of the successful candidate’s relevant education and experience, and would be in alignment with the provincial compensation reference plan
Location:  Hybrid: on-site as needed at 1795 Willingdon, Burnaby BC
Hours of Work: 37.5 hours per week

What we do

 

The Provincial Health Services Authority (PHSA) plans, manages and evaluates specialized health services with the BC health authorities to provide equitable and cost-effective health care for people throughout the province. Our values reflect our commitment to excellence and include: Respect people – Be compassionate – Dare to innovate – Create equity – Be courageous.

 

Learn more about PHSA and our programs: jobs.phsa.ca/programs-and-services

 

 PHSA is committed to anti-racism and equity in our hiring and employment practices. With learning and compassion, we are addressing existing inequities and barriers throughout our systems. PHSA is seeking to create a diverse workforce and to establish an inclusive and culturally safe environment. We invite applications and enquiries from all people, particularly those belonging to the historically, systemically, and/or persistently excluded groups identified under the B.C. Human Rights Code.

One of PHSA’s North Star priorities is to eradicate Indigenous-specific racism, which includes ongoing commitments to Indigenous recruitment and employee experience as well as dismantling barriers to health care employment at every level. We welcome Indigenous individuals to apply and/or contact the Sanya’k̓ula Team (Indigenous Recruitment & Employee Experience) for support at indigenous.employment@phsa.ca.

 

Indigenous-specific anti-racism initiatives are rooted in addressing the unique forms of discrimination, historical and ongoing injustices, and exclusion faced by Indigenous peoples. These initiatives align with an Indigenous rights-based approach, recognizing the inherent rights and title of BC First Nations and self-determination of all First Nations, Inuit and Métis communities. PHSA is mandated to uphold legislative obligations and provincial commitments found in the foundational documents including the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study.

 

This position is part of PHSA Talent on Demand – an in-house recruitment service providing talent to PHSA and other health authorities. We manage a robust talent pool of service-minded professionals who are available to start work immediately. Talent on Demand creates a gateway for those who wish to achieve their career goals. Successful candidates will gain significant health care experience and can transition into long-term, permanent roles within PHSA. For more information, visit talentondemand@phsa.ca