Senior Director, Organizational Development

About the Organization

The Ontario Medical Association (OMA) supports physicians and advocates on their behalf, with a mission to help strengthen their leadership in patient care. The organization aims to be a trusted voice in reshaping Ontario’s health system by pursuing strong practices, fresh thinking, effective solutions, and meaningful improvement opportunities.

Role Overview

This senior leadership position is responsible for keeping organizational policies, workforce structure, readiness, change efforts, and people practices aligned with evolving best practices. The role places particular emphasis on AI-enabled ways of working, while integrating EDIA, wellbeing, and human-centred principles.

Acting as the steward of human, behavioural, and process change tied to modernization, this leader ensures that people, roles, workflows, and capabilities evolve deliberately as technology and people practices mature. Working across People & Culture and Technology, the role supports a thoughtful transformation approach focused on adoption, behaviour change, capability growth, and long-term value creation for a future-ready workforce.

The position also uses workforce data, behavioural insights, employee feedback, and policy stewardship to advance equity, inclusion, engagement, wellbeing, adaptability, and performance.

What You Will Do

Organizational Development and Effectiveness

• Help shape and implement organizational health and design strategies that use workforce data to align structure, roles, policies, culture, staff programs, and ways of working with OMA’s strategic direction.
• Lead modernization and ongoing improvement of People & Culture systems, practices, and policy frameworks to support workforce readiness for the future.

Workforce Modernization and Change Enablement

• Drive organization-wide change support for digital transformation, ensuring roles, workflows, decision-making, and ways of working evolve alongside AI capabilities.
• Create and oversee a disciplined change-management approach for digital, AI, and people initiatives, covering readiness, stakeholder analysis, impact assessment, communications, reinforcement, measurement, and refinement in partnership with Technology and business leaders.
• Identify and close current and future capability gaps created by new technologies and processes, working with Talent Development & Learning and business leaders to enable upskilling and reskilling for safe, effective, confident use.
• Guide leaders and teams in adjusting human judgment, accountability, and oversight as AI becomes more common. Promote adoption that remains human-centred and balances productivity, wellbeing, equity, accessibility, and trust, while tracking adoption and behaviour change over time.

Data-Driven Workforce Strategy

• Strengthen the use of metrics and analytics, including emerging people analytics, while ensuring data is interpreted and governed appropriately across qualitative and quantitative inputs.
• Convert workforce insights and analytics into practical actions for the organization.

Culture, Employee Experience, and EDIA Integration

• Promote culture, equity, diversity, inclusion, accessibility, wellbeing, and engagement as foundational design principles across leadership practices, people systems, policies, and decision-making.
• Embed EDIA considerations into workforce design, policy development, and change initiatives through standards, tools, and decision checkpoints.

Strategic Advisory

• Lead People & Culture’s contribution to organizational readiness for digital transformation and emerging technologies, partnering with Technology and other teams to align workforce preparedness with the AI roadmap.
• Provide guidance to senior leaders on workforce risks and opportunities linked to change, technology adoption, culture, and policy decisions, with attention to human behaviour, organizational dynamics, and equity impact.
• Participate as a People & Culture advisor in AI governance discussions so workforce, behavioural, ethical, and equity considerations are included in policy and deployment choices.

Team Leadership and OD Portfolio

• Lead the Organizational Development team by setting priorities, managing capacity, building an inclusive and high-performing environment, and coaching direct reports.
• Partner with People & Culture leaders to co-deliver key objectives and align organizational design, systems, and culture-related initiatives.

Requirements

• A degree in a relevant field is preferred, such as Organizational Development, Human Resources, Organizational Behaviour, Organizational Psychology, Business Administration, or a similar discipline.
• Proven ability to work at a systems level rather than only delivering individual programs.
• At least 10 years of progressive experience in systems thinking, organization-wide diagnostics, and change management, including culture and engagement, organizational design, change leadership and adoption, and advising senior leaders using data-driven strategies.
• Experience facilitating complex processes involving multiple stakeholders.
• An OD-related certification, such as an Organization Development Certification Program, is considered an asset.
• Change management certification, such as Prosci, is considered an asset.
• A Chartered Professional/Leader in Human Resources designation, such as CHRP or CHRL, is considered an asset.
• Senior-level background in organizational design, organizational development, change management, or a closely related area.
• Proven ability to lead enterprise transformation and provide advice to executives.
• Strong understanding of EDIA and inclusive organizational practices.
• Advanced experience leading multidisciplinary teams and managing complex portfolios.

Work Environment

The OMA operates under a permanent hybrid work model. This role requires the selected candidate to work from the Toronto office for a minimum number of days each week.

What the OMA Offers

• A workplace culture grounded in respect, boldness, responsiveness, and transparency.
• A meaningful opportunity to contribute to the strategic direction of the OMA, its members, and the broader health-care system.
• An organization committed to equity, diversity, and inclusion through humility, accountability, collaboration, courage, and integrity.
• Paid professional development and ongoing internal learning to support career growth.
• A friendly, flexible hybrid working environment.
• A competitive total rewards package with a hiring salary range of $131,725 to $139,950, plus a pension plan and bonus program.
• A strong benefits offering, including a spending account and a robust wellness program.
• Recognition as one of Greater Toronto’s Top Employers for six consecutive years.

Additional Information

Employment is conditional upon successful background and reference checks for all open positions.

This is a newly created role that is part of the organization’s continued effort to attract strong talent.

The recruitment process does not use artificial intelligence.

The OMA is strongly committed to diversity and welcomes applications from racialized persons/persons of colour, women, Indigenous People of North America, persons with disabilities, LGBTQ2S+ persons, and others who can contribute to a broader range of perspectives and ideas. Accommodation will be provided throughout the hiring process for applicants with disabilities in accordance with the AODA Act.