Change manager - hybrid - 18569

 ensure the alignment of change management activities with various stakeholders to support the adoption
process, as it relates to the implementation of a consolidated PACS solution;
 ensure all stakeholders are actively engaged in the change, consulted with and communicated to;
 build consensus among various stakeholders on specific changes designed to better meet their needs;
 development of a training plan(s) through engagement with various stakeholder groups;
 development of various training tools to support end-user training;


 support the facilitation of training sessions in both official languages;
 Support the development a PACS Consolidation Governance Model;
 Support the development of a PACS Operational Support Framework;
 Support Benefits realization as it relates to project outcomes/goals;
 Support the creation of other project deliverables, as needed;

Advantages
Responsibilities of the Change Management lead will include, but are not limited to:
 development and implementation of a Change Management Communication Plan for managing and
communicating changes, as a result of the PACS Consolidation project;
 maintain a stakeholder assessment identifying the individuals and groups affected by the change;
 ensure the alignment of change management activities with various stakeholders to support the adoption
process, as it relates to the implementation of a consolidated PACS solution;
 ensure all stakeholders are actively engaged in the change, consulted with and communicated to;
 build consensus among various stakeholders on specific changes designed to better meet their needs;
 development of a training plan(s) through engagement with various stakeholder groups;
 development of various training tools to support end-user training;


 support the facilitation of training sessions in both official languages;
 Support the development a PACS Consolidation Governance Model;
 Support the development of a PACS Operational Support Framework;
 Support Benefits realization as it relates to project outcomes/goals;
 Support the creation of other project deliverables, as needed;

Responsibilities
Responsibilities of the Change Management lead will include, but are not limited to:
 development and implementation of a Change Management Communication Plan for managing and
communicating changes, as a result of the PACS Consolidation project;
 maintain a stakeholder assessment identifying the individuals and groups affected by the change;
 ensure the alignment of change management activities with various stakeholders to support the adoption
process, as it relates to the implementation of a consolidated PACS solution;
 ensure all stakeholders are actively engaged in the change, consulted with and communicated to;
 build consensus among various stakeholders on specific changes designed to better meet their needs;
 development of a training plan(s) through engagement with various stakeholder groups;
 development of various training tools to support end-user training;


 support the facilitation of training sessions in both official languages;
 Support the development a PACS Consolidation Governance Model;
 Support the development of a PACS Operational Support Framework;
 Support Benefits realization as it relates to project outcomes/goals;
 Support the creation of other project deliverables, as needed;

Qualifications
Responsibilities of the Change Management lead will include, but are not limited to:
 development and implementation of a Change Management Communication Plan for managing and
communicating changes, as a result of the PACS Consolidation project;
 maintain a stakeholder assessment identifying the individuals and groups affected by the change;
 ensure the alignment of change management activities with various stakeholders to support the adoption
process, as it relates to the implementation of a consolidated PACS solution;
 ensure all stakeholders are actively engaged in the change, consulted with and communicated to;
 build consensus among various stakeholders on specific changes designed to better meet their needs;
 development of a training plan(s) through engagement with various stakeholder groups;
 development of various training tools to support end-user training;


 support the facilitation of training sessions in both official languages;
 Support the development a PACS Consolidation Governance Model;
 Support the development of a PACS Operational Support Framework;
 Support Benefits realization as it relates to project outcomes/goals;
 Support the creation of other project deliverables, as needed;

Summary
Responsibilities of the Change Management lead will include, but are not limited to:
 development and implementation of a Change Management Communication Plan for managing and
communicating changes, as a result of the PACS Consolidation project;
 maintain a stakeholder assessment identifying the individuals and groups affected by the change;
 ensure the alignment of change management activities with various stakeholders to support the adoption
process, as it relates to the implementation of a consolidated PACS solution;
 ensure all stakeholders are actively engaged in the change, consulted with and communicated to;
 build consensus among various stakeholders on specific changes designed to better meet their needs;
 development of a training plan(s) through engagement with various stakeholder groups;
 development of various training tools to support end-user training;


 support the facilitation of training sessions in both official languages;
 Support the development a PACS Consolidation Governance Model;
 Support the development of a PACS Operational Support Framework;
 Support Benefits realization as it relates to project outcomes/goals;
 Support the creation of other project deliverables, as needed;

Randstad Canada is committed to fostering a workforce reflective of all peoples of Canada. As a result, we are committed to developing and implementing strategies to increase the equity, diversity and inclusion within the workplace by examining our internal policies, practices, and systems throughout the entire lifecycle of our workforce, including its recruitment, retention and advancement for all employees. In addition to our deep commitment to respecting human rights, we are dedicated to positive actions to affect change to ensure everyone has full participation in the workforce free from any barriers, systemic or otherwise, especially equity-seeking groups who are usually underrepresented in Canada's workforce, including those who identify as women or non-binary/gender non-conforming; Indigenous or Aboriginal Peoples; persons with disabilities (visible or invisible) and; members of visible minorities, racialized groups and the LGBTQ2+ community.

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