The Organizational Change Management Analyst drives enterprise transformation adoption by integrating structured change management, strategic communications, and training enablement into a single, cohesive approach. The role designs and delivers end-to-end plans that build readiness, reduce resistance, mobilize leaders, and equip employees with the knowledge and skills to sustain new ways of working.

Change Strategy, Impact & Adoption

Assess and document change impacts across people, process, technology, and culture; translate impacts into action plans.Develop and execute integrated change strategies (stakeholder engagement, readiness, resistance, adoption).Embed change activities into program and project delivery plans in partnership with project managers and business leads.Stand up and run Change Networks (e.g., Change Connect) to extend reach, gather feedback, and mitigate resistance.

Develop strategic change communication plans aligned to adoption goals across multiple initiatives.Craft clear, audience-specific messaging that explains the “why,” “what,” and “what’s next.”Plan and deliver multi-channel communications (email, intranet, town halls, leader toolkits, FAQs).Lead communications for key program phases such as kickoff, UAT, cutover, and hypercare.

Conduct learning needs analysis and define role-based learning journeys aligned to change impacts and adoption outcomes.Design blended learning solutions (instructor-led, virtual, eLearning, job aids) using adult learning principles.Plan and coordinate training logistics, scheduling, and rollout; support train-the-trainer and leader-led enablement models.Use LMS and digital learning tools to manage delivery and track completion and effectiveness.

Coach sponsors and leaders on change leadership, sponsorship behaviors, and leader-led communication.Facilitate workshops (impact assessments, stakeholder alignment, readiness, and enablement planning).Promote a change-ready culture by reinforcing desired behaviors and supporting sustained adoption.

Establish and improve CoE standards, templates, and quality guidelines for change, communications, and training deliverables.Provide advisory support and coaching to delivery teams on best practices and consistent application of methods.Support enterprise change sequencing, capacity planning, and lessons learned to continuously improve outcomes.

Define and track adoption, engagement, readiness, and learning effectiveness metrics; report insights to stakeholders.Monitor communication effectiveness and adjust approaches based on feedback and data.Measure learner readiness and application of new skills to confirm enablement aligns to adoption outcomes. 

3+ years of experience across organizational change management, communications/engagement, and learning enablement (or deep expertise in one plus demonstrated capability across the others).Experience supporting enterprise or large-scale transformation initiatives in a consulting, CoE, or multi-initiative environment.Knowledge of change methodologies (e.g., Prosci/ADKAR, Kotter) and strong facilitation and influencing skills.Exceptional writing, editing, and storytelling skills; ability to translate complex change into clear narratives and actionable guidance.Knowledge of adult learning theory and instructional design; experience with LMS platforms and digital learning tools highly preferred.Experience documenting and communicating complex Change Impacts across a matrixed organization.Experience driving change initiatives within a unionized environment, working with HR & LR Teams to ensure objectives are communicated and delivered on.Demonstrate punctuality and dependability to support overall team success in a fast-paced environment.Experience developing and managing deliverables to drive change across the organization, including but not limited to Change impact assessments, stakeholder maps, readiness and resistance plans, adoption and reinforcement plans, Integrated communications plan, FAQs, leader toolkits, event/town hall content, training strategies, learning needs analysis, role-based curricula, job aids, training rollout plans, dashboards and reports on adoption, engagement, communication effectiveness, and training outcomes. 

Candidates must be eligible to work in the country of interest at the time any offer of employment is made and are responsible for obtaining any required work permits, visas, or other authorizations necessary for employment. Prior to their start date, candidates will also need to provide proof of their eligibility to work in the country of interest.

Based on equal qualifications, preference will be given to bilingual candidates.

Air Canada is strongly committed to Diversity and Inclusion and aims to create a healthy, accessible and rewarding work environment which highlights employees’ unique contributions to our company’s success.

Air Canada thanks all candidates for their interest; however only those selected to continue in the process will be contacted.