Job Detail

Organizational Development Consultant – Level 3 for the Department of National Defence

Organizational Development Consultant - Level 3 for DND

MDOS Consulting
Remote/Ottawa
Contract
Category : Management Consulting Salary : Experience(s) : 10 Year

Overview

We are looking for an Organizational Development Consultant - Level 3 for the Department of National Defence with a Security Clearance Level of Reliability.

About MDOS Consulting

We are looking for an Organizational Development Consultant – Level 3 for the Department of National Defence with a Security Clearance Level of Reliability.

1.Flex Grid

The Bidder must demonstrate that the proposed resource meets the minimum mandatory requirements (combination of education, professional certification/designation and/or experience) for resource category 2.4  Senior (Level 3) Organizational Development Consultant, as described in Attachment 1 to Part 4, TSPS Flexible Grid.

2.IT Experience

The Bidder must demonstrate that the proposed resource, has *Recent and **Proven experience in the use of Microsoft Office Suite including MS Project.

3.Organizational Development Experience

In accordance with the SoW, section 2.2 Primary Performance Objective 1, 2, 3, 4, and 7, the Bidder must demonstrate that the proposed resource, has **Proven experience, successfully delivering a minimum of three (3) distinct organizational development projects within the last 10 years. The bidder must demonstrate having worked within all of the following five areas in each project:

  • Advised senior management (C-suite, Assistant Deputy Minister Level or equivalent) on decisions as the subject matter expert in organizational development focused on competency modeling and competency management.
  • Developed an enterprise-wide strategy around human capital based on desired business outcomes.
  • Defined, developed and implemented organizational changes and improvements related to competency modeling and competency management, including the prioritization of recommended improvements based on organizational values.
  • Used methodologies and approaches such as qualitative analysis, root cause analysis, and gap analysis to assess and intervene in organizational development.
  • Prototyped potential competency-modeling solutions, scenarios, providing trade-off information and suggestions on a recommended course of action on organizational competency modeling and management improvements based off the qualitative analysis, addressing root causes and gap analysis.

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Address:

  • Remotely with occasional on site meetings