Download Ministry Responsible for Liquor Distribution

POSITION DESCRIPTION
Ministry Responsible for Liquor Distribution Branch
BC Liquor Distribution Branch
POSITION TITLE:
Director, Organizational Development and
Change
DIVISION:
(e.g., Division, Region, Department)
Human Resources
UNIT:
(e.g., Branch, Area, District)
Liquor Distribution Branch
APPROVED CLASSIFICATION:
Business Leader
SUPERVISOR’S TITLE:
SUPERVISOR’S CLASSIFICATION:
Executive Director, Human Resources
Strategic Leadership
POSITION
NUMBER(S):
LOCATION:
POSITION
NUMBER
PHONE NUMBER:
PR6100
Vancouver
PR1000
PROGRAM
The Liquor Distribution Branch (LDB) is one of the largest distributors and retailers of beverage alcohol in Canada,
generating a net income of approximately $935.2 million on annual sales of approximately $3.1 billion. The Branch
operates approximately 200 retail stores across the province, oversees the operations of Rural Agency Stores and has
the role of wholesaler to approximately 700 private liquor retail outlets and 8,000 licensed establishments.
The LDB is a unique government entity that operates with similar independence to a Crown Corporation under the
direction of a General Manager and CEO.
PURPOSE OF POSITION
The Director, Organizational Development and Change is a key position in a well-established and respected organization.
The Director is the innovative leader of a dynamic department that positively influences and coaches individuals at all
levels of leadership. This position is a crucial component of the Human Resources Department, responsible for
overseeing performance management, change management, employee engagement, recognition, succession/talent
planning, culture transformation and learning in a large organization across the Province of British Columbia.
The Director leads the development and execution of the Organizational Development and Change Strategy for
integration that supports an aggressive pace of cultural change while aligning with LDB’s strategic priorities, corporate
goals and objectives. The Director identifies opportunities to develop fully integrated solutions and blend organizational
effectiveness development, change management and learning to drive significant improvements in performance.
The Director comes with the right attitude to build relationships with staff, clients and all stakeholders to create an
environment with a high level of collaboration and customer centricity. The Director ensures that the programs and
services delivered are linked to LDB’s strategic priorities to achieve a holistic solution approach that drives organizational
capability, performance and profitability.
The Director leads, develops, coaches, mentors and leads a team of 11 employees comprising of unionized and excluded
management positions and directly supervises 3 Learning Advisors and 3 Organizational Development and Change
Advisors.
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NATURE OF WORK AND POSITION LINKS
The Director works in a high-profile, dynamic, results-oriented environment and leads and implements an integrated plan
that enables cultural transformation and develops leadership and growth capacity across the organization. To fulfil its
responsibilities and achieve the goals and objectives of the General Manager, LDB and government, the position must
develop and maintain the following relationships:




Branch Executive and Senior Management: to act as a trusted advisor and facilitate conversation around the
development and implementation of strategies to execute, transform and translate the LDB’s business objectives
into actionable OD&D/Change Management/Learning programs and to exchange information and discuss
existing programs and policies
LDB Management: to provide strategic guidance and support to managers in the planning and implementation
of change and organizational development initiatives
LDB employees: to guide and support employees and obtain feedback in order to develop programs that would
be impactful and effective
External Educational Agencies & Institutes: to maintain current in the fields of education, organization
development, and change management and performance effectiveness and to source appropriate resources.
SPECIFIC ACCOUNTABILITIES / DELIVERABLES

Directs the design and delivery of programs, policy and procedures in the following work streams: performance
management, change management, employee engagement, recognition, succession/talent planning, culture
transformation and learning pertaining to the Branch (approximately 3,500 employees, in approximately 200 retail
outlets, 2 warehouse facilities, 1 administrative head quarters).

Acts a strategic advisor; provides expert advice and guidance to senior management in the identification of needs.
Ensures that the programs and services delivered are linked to LDB’s strategic priorities to achieve a holistic solution
approach that drives organizational capability, performance and profitability. Provides consulting services to
managers to assist in the development and implementation of strategies to address operational issues related to
areas of responsibility.

Directs and executes a long term Organizational Development Strategy for integration that supports an aggressive
pace of cultural change and evolves to continuously drive cultural change while aligning with LDB’s strategic
priorities, corporate goals and objectives. Identify opportunities to develop fully integrated OD solutions and blend
organizational effectiveness development, change management and learning to drive significant improvements in
performance.

Leads the development of succession planning to build leadership capacity for the future, develops innovative
approaches to employee engagement and ensures that LDB continues to build and foster a culture of accountability
and excellence.

Leads the ongoing provision of high quality management and leadership development initiatives, including coaching
and mentoring, that enhances current and potential capability throughout the organization. Builds a delivery model
that provides leadership, coaching, and education to leaders, managers and all staff. Responsible for the quality
assurance over learning programs and continual assessment to ensure that learning initiatives are meeting current
and future business needs.

Defines and operationalizes change management plans for departmental initiatives e.g. corporate projects, restructuring, engagement, business design, process mapping, execution of plans etc. Guides and supports LDB
senior management teams in the planning and implementation of change and organizational development initiatives.

Provides leadership and mentorship to staff; allocates resources; develops, monitors and controls the Learning
Services division budget.

Manages performance and supports career development for employees in the Learning Services division.

Establishes and maintains constructive communication and effective working relationships with all levels of the
organization including senior executives, directors, management and their teams as well as project teams.
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FINANCIAL RESPONSIBILITY
Annual budget of $1,800,000
DIRECT SUPERVISION (i.e., responsibility for signing the employee appraisal form)
# of Regular FTE’s
# of Auxiliary FTE’s
Directly supervises staff
7
0
Indirectly supervises staff through managers/supervisors
4
0
Role
PROJECT /TEAM LEADERSHIP OR TRAINING
# of FTE’s
Role
# of FTE’s
Role
Supervises students or volunteers
Provides formal training to other staff
Lead project teams
Assigns, monitors and examines the work of staff
SPECIAL REQUIREMENTS
Criminal Record Check required.
TOOLS / EQUIPMENT
Working knowledge of standard computer applications: MS Office, Word, Excel, Outlook
WORKING CONDITIONS
Must be prepared to travel occasionally, and possibly overnight, within the Province of British Columbia.
PREPARED BY
NAME:
DATE:
Nancy Gill
August 2016
EXCLUDED MANAGER AUTHORIZATION
I confirm that:
1. the accountabilities / deliverables were assigned to this position effective: January 2016.
2. the information in this position description reflects the actual work performed.
3. a copy has / will be provided to the incumbent(s).
NAME:
SIGNATURE:
Rita Ferrara
20160828_PR6100_JD
DATE:
August 2016
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ORGANIZATION CHART
(PR6100)
Director Org
Development /
Change
Business Leader
(PR1200)
Employee
Recognition and
Commu
AO R24
(PR6150)
Org Develop /
Change Advisor
Applied Leader
(PR6155)
Learning Advisor
Applied Leader
(PR6120)
Learning Advisor
Applied Leader
(PR6110)
Learning Advisor
Applied Leader
(PR6190)
Org Develop /
Change Advisor
Applied Leader
(PR6170)
Learning Services
Coordinator
AO R14
(PR6140)
Learning Services
Coordinator
AO R14
(PR6160)
Learning Services
Coordinator
AO R14
(PR5320)
Admin Assistant
OA R7
(PR6191)
Org Develop /
Change Advisor
Applied Leader
SELECTION CRITERIA
Education and Experience:
Applicants must have achieved within the last 5 years extensive related experience that would enable them to be
successful at meeting the requirements and objectives of the position. An equivalent combination of education and
recent experience may be considered.
Related and relevant experience includes:







Progressive leader in a changing environment, providing leadership and developing staff.
Leading senior level management teams to support delivery of strategic results
Leading and managing large scale change initiatives either as a change management practitioner or an HR
Business Partner.
Implementing large scale projects that focused on business transformation.
Developing and delivering organizational design initiatives and programs that drive a high performing culture.
Providing organizational development and training programs, transformation and projects to a client group
including program, policy and strategy development, implementation, maintenance and evaluation.
Aligning HR and Organizational objectives and strategies; adapting theories and concepts into practical
solutions.
Successful completion of a related post-secondary degree or diploma.
Knowledge:


Human resource management, change management, financial management, project management
Working knowledge of PROSCI principles, methodologies and tools
Skills and Abilities:


Demonstrated strategic thinking and business acumen to support the delivery of services, solutions and results.
Demonstrated ability to consult, develop and maintain strong working relationships with external and internal
customers/clients and government stakeholders.
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






Ability to apply theory into action/practice and lead to achieving results with a tangible business outcome/benefit
and a focus on continual improvement.
Ability to clearly articulate messages to a variety of audiences.
Ability to influence others and move toward a common vision or goal
Excellent ability to facilitate dialogue and resolution of complex issues with a wide variety of stakeholders,
including senior executives.
Excellent communication and presentation skills and demonstrated ability to communicate effectively with all
levels within an organization.
Demonstrated senior management leadership abilities; ability to lead, direct and develop a team effectively.
Effective and proven abilities in strategic planning, facilitation, presentation, organizational development and
communication.
COMPETENCIES
Strategic Orientation is the ability to link long-range visions and concepts to daily work, ranging from a simple
understanding to a sophisticated awareness of the impact of the world at large on strategies and on choices.
Impact and Influence is the ability to influence, persuade, or convince others to adopt a specific course of action. It
involves the use of persuasive techniques, presentations or negotiation skills to achieve desired results.
Expertise includes the motivation to expand and use technical knowledge or to distribute work-related knowledge to
others.
Organizational Commitment is the ability and willingness to align one's own behaviour with the needs, priorities and
goals of the organization, and to promote organizational goals to meet organizational needs. It also includes acting in
accordance with organizational decisions and behaving with integrity.
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.
Improving Operations is the ability and motivation to apply one's knowledge and past experience for improving upon
current modes of operation within the Ministry. This behaviour ranges from adapting widely used approaches to
developing entirely new value-added solutions.
Change Leadership involves creating a new vision for the organization and taking the required actions to ensure that the
members of the organization accept and support the vision. It generally requires the individual to be in a relatively senior
or high level position, although this is not always the case.
Building Partnerships with Stakeholders is the ability to build long-term or on-going relationships with stakeholders
(e.g. someone who shares an interest in what you are doing). This type of relationship is often quite deliberate and is
typically focused on the way the relationship is conducted. Implicit in this competency is demonstrating a respect for and
stating positive expectations of the stakeholder.
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