JOB PROFILE
POSITION # 00109531
TITLE: DIRECTOR, CHANGE MANAGEMENT OFFICE
CLASSIFICATION: BUSINESS LEADERSHIP
MINISTRY:
WORK UNIT: NATURAL RESOURCE TRANSFORMATION
MINISTRY OF FORESTS, LANDS AND NATURAL
RESOURCE OPERATIONS ON BEHALF OF NATURAL RESOURCE SECTOR
SECRETARIAT
SUPERVISOR TITLE: EXECUTIVE DIRECTOR, BUSINESS
SUPERVISOR POSITION #: 00107578
TRANSFORMATION
CONTEXT
The Natural Resource Sector (NRS) is a key driver of economic activity and employment in the province. To
support the growth of the economy while providing effective environmental stewardship, the NRS must
transform to become an integrated manager of BC’s natural resources and to make authorization decisions
that appropriately balance social, economic and environmental objectives.
The Natural Resource Permitting Project (NRPP) involves a significant investment to integrate legislation,
processes, technology, data and the workforce across six Ministries and other Agencies. NRPP is a long-term,
large scale initiative that will involve dozens of projects implemented in a phased approach. NRPP will deliver
meaningful benefits to industry, First Nations, non-government organizations (NGOs) and the public.
JOB OVERVIEW
To lead and direct the development, implementation and evaluation of a change management programme for
a major business transformation initiative that involves overseeing long-term projects and sub-projects and/or
multiple delivery components. Projects are taken from original concept through final completion.
The Director, Change Management Office directs the development and delivery of change leadership, change
management and workforce transformation strategy. This includes communications and engagement,
learning and development, organizational development, project level change management consulting and
culture change.
The role makes strategic recommendations with respect to change management and workforce planning to
the Natural Resource Transformation Executive, including Sector ADMs and DMs. The role works with and
advises the NRPP Leadership Team on projects and processes to affect organizational culture change based on
the NRPP business mandate. This work spans internal sector transformation vision alignment, to ministry
organizational development, all the way down to work-unit and project level change readiness support.
ACCOUNTABILITIES

Lead culture change and sector transformation efforts

Provide advice to the Minister, Deputy Minister, Ministry Executive, senior government officials on
project status.

Develop and maintain partnerships with internal and external stakeholders to achieve the operational
mandate
Revised Date: August 2016

Develop and determines Change Management Office project goals, objectives, and outcomes to align
with the direction of the organization, including determining the appropriate resourcing levels (e.g.,
staff, contractors, budget) to deliver the project.

Establish and approve changes to business structure and operations to ensure project goals meet the
needs of the project.

Manage the financial resources for the project.

Lead a team of included, excluded and contracted Change Management Resources. This includes the
development of work plans, allocating resources, and reviewing work for quality and timeliness.

Supervise staff including assignment of work, development and evaluation of performance plans,
approval of leave, response to grievances and initiation of discipline processes.

Lead project teams to deliver major projects that involve overseeing sub-projects and/or multiple
delivery components (e.g. training, workforce planning, leadership alignment) in accordance with
project management standards.

Establish and deliver the change management and communication strategy, goals, thought leadership,
governance, and quality assurance

Establish consistent and standard approaches for change management and communication, including
methods, tools, templates and frameworks

Review and approve project evaluation and post-implementation reviews, including implementation of
any required business changes.

Provide expert knowledge, capabilities, and thought leadership for the full spectrum of the people
dimensions of transformation

Establish strategies for building employee change resilience

Create and implement a Natural Resource Transformation Secretariat Talent Management Strategy
(including: engagement strategy, change management strategy, learning and leadership development
strategy, workforce planning and succession management) for the transformation’s portfolio-level
leaders

Provide leadership and team capability development for NRPP leadership to enable them to lead the
change
JOB REQUIREMENTS
Education and Experience:

Degree in business administration, public administration, human resource management or related field
and/or equivalent experience

Demonstrated experience in a senior management role leading complex business development and
sustainment; and/or leading large transformation projects involving a diverse range of portfolios (e.g.
IM/IT, program design, Change Management)

A minimum of 3 years’ experience establishing collaborative relationships with executives and leading
organizational change associated with implementation

A minimum of 3 years’ leading and coaching multi-disciplinary senior level professionals and/or
managers in the development and implementation of complex projects, programs, and/or services
Revised Date: August 2016

Experience in strategic business planning; contract management; financial management; and
stakeholder management
Preference may be given to candidates with:

Education or certification in: project management, executive coaching, change management

Experience in the Natural Resource Sector
Knowledge, Skills and Abilities:

Knowledge of change management principles and its application in a public sector context

Knowledge of culture change and organizational design principles

Excellent written and oral communication, presentation/facilitation and inter-personal skills

Excellent analytical, problem solving, judgement, leadership, coaching, persuasion and consensus
building abilities

Ability to lead and manage multiple priorities and produce results within deadlines

Ability to be flexible, work in a time-sensitive, highly responsive environment with shifting deadlines
and priorities

Successful completion of security screening requirements of the BC Public Service, which may include a
criminal records check, and/or Criminal Records Review Act (CRRA) check, and/or enhanced security
screening checks as required by the ministry
BEHAVIOURAL COMPETENCIES

Promoting Empowerment involves knowledge and skills in using processes such as delegation and
information sharing to enhance subordinate ownership and empowerment over their task and
performance

Creating and Managing Change involves knowledge and skills to manage in the organization through
setting direction and urgency, building a coalition of support, communicating widely, handling
resistance to change and facilitating implementation of successful change actions

Communicating Effectively involves good presentation skills (verbal and written), careful listening,
problem framing and use of presentation technologies

Solving Problems Creatively creatively involves knowledge and skills in fostering creative problem
solving in the organization through critical reflection, problem analysis, risk assessment and rewarding
innovation

Business Acumen is the ability to understand the business implications of decisions and the ability to
strive to improve organizational performance. It requires an awareness of business issues, processes
and outcomes as they impact the client’s and the organization’s business needs

Flexibility is the ability and willingness to adapt to and work effectively within a variety of diverse
situations, and with diverse individuals or groups. Flexibility entails understanding and appreciating
different and opposing perspectives on an issue, adapting one’s approach as situations change and
accepting changes within one’s own job or organization
Revised Date: August 2016