OD & Change Management Consultant

Who you are

• A senior OD and change management professional with at least 10 to 15 years of relevant experience in development, philanthropy, or a related sector.
  
• Experienced in leading complex change initiatives and applying structured change management methodologies such as Prosci.
  
• Skilled in organization design, strategic workforce planning, and operating model development.
  
• Adept at facilitating workshops, building consensus, and coaching senior leaders through transformation.
  
• Strong communicator with the ability to engage and influence stakeholders across diverse cultural contexts.
  
• Collaborative and consultative, with the ability to support both strategic planning and operational execution.
  
• Committed to the Foundation’s mission and values, with a high level of integrity and cultural sensitivity.
  
• Possess a professional maturity, sensitivity with different cultures, and impeccable integrity that exemplify the Foundation's values.
  

Change Management

• Develop and implement change management strategies to support adoption of key initiatives.
  
• Lead the planning, execution, and evaluation of change plans tailored to specific functions or projects.
  
• Conduct impact assessments, stakeholder analysis, and business readiness reviews.
  
• Build leadership and team capabilities for leading and sustaining change.
  
• Partner with People and Culture to align change plans with learning, culture, and organizational development priorities.
  
• Collaborate with Communications to ensure timely and clear messaging that supports engagement.
  
• Track and report on progress using relevant change indicators and success metrics.
  
• Provide coaching and advice to senior leaders and workstream leads during major transformations.
  

Organization Development and Design

• Lead full-cycle organization design projects including current state assessment, future state design, and implementation planning.
  
• Partner with leaders and P&C Business Partners to align organizational structures, roles, and operating models with strategy.
  
• Facilitate design workshops and alignment sessions that support clarity and collaboration.
  
• Identify capability gaps and help develop strategies to build or source critical talent.
  
• Create and implement organization development frameworks, templates, and tools for internal use.
  
• Support change enablement and communication efforts that drive successful adoption of new structures and ways of working.
  
• Monitor the impact of OD and design interventions and use data and feedback to guide improvements.