Description
We're looking for change consultants who make change land - people who work through sponsors and leaders, embed with delivery teams, and build the conditions for adoption before, through, and beyond go-live. You understand that change isn't a parallel workstream; it's how the work gets done. You're as comfortable coaching a resistant executive as you are designing a stakeholder engagement strategy or pressure-testing readiness two weeks before launch.
This is not a communications-and-training role (though you can do both). It's a sponsor-oriented, delivery-integrated change leadership role - and you'll be in the room where decisions are made.
What You'll Be DoingLead change through sponsors and stakeholders - Assess the change landscape - sponsor readiness, stakeholder disposition, organizational capacity for change, cultural dynamics - and translate it into a pragmatic change strategy tied to delivery milestones, not a standalone plan.
- Build and activate sponsors: coach leaders on their role in the change, equip them to lead it visibly, and create the feedback loops that keep sponsorship active through implementation - not just at kickoff.
- Enable leaders to provide Direction, Engagement, Commitment, and Knowledge (DECK™) to their teams by equipping them with the information, tools, materials, and knowledge they need to lead their people through change effectively.
- Design and sequence stakeholder engagement, communications, enablement, and adoption activities that are integrated with the delivery roadmap - so change lands with the solution, not six weeks later.
- Facilitate working sessions that surface resistance early, build shared ownership of design decisions, and move groups from awareness to commitment.
Embed with delivery and make change stick- Work alongside cross-functional client teams to identify change impacts, assess readiness, and shape implementation sequencing - not from a separate workstream, but as part of the core team.
- Define adoption metrics and feedback mechanisms that tell you whether the change is actually taking hold; course-correct when it isn't.
- Build client capability so the organization can sustain the change after we leave: coach leaders, develop internal change networks, and leave behind practical tools - not binders.
Build the firm- Create IP, tools and templates; mentor teammates; help shape our practices.
- Support growth through proposals, statements of work, and lasting client relationships.
What You Need to SucceedCore Qualifications:- 3+ years in consulting or 5+ years in corporate roles leading organizational change management on complex initiatives - not just developing plans, but driving adoption to measurable outcomes.
- Demonstrated ability to work through sponsors and leaders as the primary mechanism for change - you coach up, not just down.
- Strong facilitation skills: you run sessions that build alignment and make decisions, not sessions that produce post-its and parking lots.
- Experience integrating change with delivery - you've been embedded on implementation teams and understand how design decisions create change impacts.
- Structured thinking and crisp, executive-ready communication (PowerPoint, Excel); you can frame a change case for a steering committee and translate it into field-level actions.
- Comfortable with ambiguity; organized, accountable, and biased to action.
Differentiating Qualifications:- Sponsor-oriented change leadership experience on large-scale transformations (operating model, technology, process redesign).
- Experience designing and standing up change networks, champion models, or distributed change capacity within client organizations.
- Familiarity with operating model and organization design concepts (structure, governance, roles, accountabilities).
- Adoption measurement, readiness assessment design, or benefits tracking experience.
- Experience in financial services, telecommunications, consumer/retail, or enterprise functions (HR, IT, operations).
Personal Characteristics:- Pragmatic builder mindset; low-ego collaborator who listens well and challenges constructively.
- Facilitative mindset; you work with and through people, not around them.
- Clear, concise communicator who can turn complexity into simple actions.
- Ownership, resilience, and discretion with sensitive information.
Education Requirements:- Bachelor's degree in any discipline.
- Masters degree or higher in Business Administration / Management or Organizational Psychology an asset.
Location:We employ a hybrid work model. You will split your time working from Blue-Mark's downtown office, at client sites, and remotely.
Compensation and Perks:- Industry competitive salaries and a performance bonus
- A comprehensive benefits package with health, dental and vision coverage, RRSP matching and parental leave top up is available to all employees.
- Monthly events organized by our social committee, where the entire team can catch up and connect!
- Learning and development opportunities to help build your skills and advance your career.
- Early and frequent exposure to senior-level client leadership, including C-Suite contacts - we don't hide our consultants away in a back room to work on decks.
How to apply Submit your résumé
and a brief cover letter describing a project where you
implemented a solution end-to-end. . Tell us: the change challenge, how you activated sponsors and stakeholders, how you integrated change with delivery, and the measurable outcomes.
Compensation
$90,000.00 - $200,000.00 per year
