Job Summary
The Senior Organization Development Consultant is responsible for understanding organization-wide strategies building supporting people solutions that add value to the organization. Performs as a trusted collaborator to leaders and HR partners in areas of change leadership/management, talent management, performance management, employee experience & culture, and leadership development utilizing OD principles and methods. Collaborates and consults with HR team in the design, development and implementation of system programs, processes and strategies. Provides direction and leadership for new and existing large-scale OD interventions across a complex matrixed organization while managing ambiguity and navigating complex environments. More specifically, this individual will be responsible for human performance and organizational assessment, intervention plan development, recommendation and execution, and evaluation of intervention effectiveness.

Minimum Qualifications

Education/Degrees:
Masters in Industrial Organizational Psychology or related discipline
Bachelors in Education, Organizational Psychology, Human Resources Management, Sociology, or related disciplines

Work Experience: Seven (7) of progressive experience focusing on consulting to complex organizations in the areas of organization development concentrating in areas of leadership development, change management, human performance improvement or organizational behavior

Management Experience: Three (3) of experience with advanced knowledge of talent management and performance management processes, tools and resources

Communication Skills: Above average Verbal Communication (Heavy Public Contact), Exceptional Verbal (Public Speaking), Writing/ Correspondence, Writing/ Reports

Proficiencies: MS Word, MS PowerPoint, MS Excel, MS Outlook

Job Attributes

Knowledge/ Skills/ Abilities: Analytical

Work Schedule: Flexible

Typical duties that may be performed

• Develops strategic partnerships to identify and support change initiatives that address strategic goals and needs. Also, networks extensively with HR team to benchmark practices and expand knowledge base.
• Acting in the role of a consultant to leaders, supports and drives the employee experience and culture agenda to include leadership development, change management, talent management, performance management, culture, and coaching. Facilitates interventions (e. g., team sessions, process sessions) in a credible, influential, logical and engaging manner appropriate to the audience and the subject matter.
• Gathers, analyzes and presents data to leaders and recommends solutions that fit the culture, strategic direction and resources. Utilizes strong business acumen to assess business initiatives and work processes to identify opportunities for leveraging human capital.
• Manages OD projects including (but not limited to) process improvement interventions, team effectiveness initiatives, performance management, and leadership course development and delivery. Also, provides direction and support to project team members.
• Conducts leadership coaching for multiple levels of management as a component of comprehensive development plans. Facilitates strategic planning meetings for various levels of the leadership team and various business units. Tracks all service requests according to department standards and includes assigned projects.
• Partners with key stakeholders to design and execute change management activities, including internal communication management teams and departmental leadership; communicates plans and anticipates outcomes to support positive relationships.
• Networks with external companies and vendors to stay abreast of emerging technologies and solutions, while taking part in a continuous assessment of existing tools and technologies in relation to their overall effectiveness and ongoing relevance.
• Assists on other team and department-related projects, initiatives, or tasks as needed.