HR Strategy Enablement Consultant - Job Architecture

Capital Blue Cross•Harrisburg, PA

8h•Hybrid

About The Position

This role is a senior individual contributor within People and Culture Strategy and Initiatives that partners with HR Business Partners, Centers of Excellence, and senior leaders to translate enterprise people and culture priorities into practical strategies, frameworks, implementation plans, and measurable outcomes. The role serves as an internal consultant and program lead for high-impact work across organization design, change adoption, performance enablement, workforce transformation, and strategic HR initiatives.

Requirements

Minimum 8 years of progressive experience in Human Resources, organizational development, organization effectiveness, change management, HR strategy, talent, or transformation-related work.
Experience leading complex, cross-functional initiatives that require stakeholder alignment, behavior change, implementation planning, and measurable outcomes.
Practical experience with organization design, change management, performance enablement, workforce planning, process improvement, or operating model work.
Experience with implementing, or maintaining job architecture, job leveling, job families, job profiles, career frameworks, skills frameworks, or related workforce architecture practices.
Strong understanding of the relationship between job architecture, compensation, talent acquisition, performance, learning, career development, internal mobility, workforce planning, and HR technology.
Experience working with HRIS or Workday job data, including job profiles, job families, management levels, position data, or related workforce attributes.
Advanced spreadsheet and data analysis skills; ability to work with semi-structured workforce data and translate patterns into practical recommendations.
Strong consulting, facilitation, and influence skills, with the ability to partner effectively with HRBPs, COEs, senior leaders, and project teams.
Strong analytical skills, including the ability to synthesize workforce data, stakeholder input, benchmarks, and business context into clear recommendations.
Excellent written and verbal communication skills, including the ability to create executive-ready presentations, leader resources, playbooks, and decision materials.
Demonstrated ability to operate with ambiguity, manage multiple priorities, structure complex work, and deliver high-quality outcomes with limited direction.

Nice To Haves

Experience in healthcare, insurance, financial services, or another complex, regulated environment.
Experience with enterprise transformation, AI or technology-enabled change, process modernization, or workforce optimization.
Experience using Workday, HR analytics, survey platforms, or workforce planning tools.
Change management, organization design, project management, Lean, continuous improvement, or related certification.
Experience implementing skills-based talent practices, career architecture, or workforce architecture governance.

Responsibilities

Ensure the development, governance, and ongoing maintenance of the enterprise job and skills architecture. This includes job families, levels, titles, job profiles, role expectations, critical skills, proficiency expectations, and related governance practices that create a more consistent foundation for workforce planning, compensation alignment, career paths, internal mobility, performance expectations, and future skill-building.
Serve as the accountable program lead for the enterprise job and skills architecture roadmap, including design, implementation, governance, continuous improvement, and stakeholder adoption.
Lead and support efforts to define and maintain clear role structures, ensuring alignment in responsibilities, scope, and organizational design.
Identify and address inconsistencies across roles, titles, and job structures, recommending solutions that improve clarity, efficiency, and workforce effectiveness.
Ensure the skills architecture is built and maintained, including critical skills, capabilities, proficiency expectations, and connections to job families, levels, roles, and future workforce needs.
Partner with Compensation to ensure job architecture supports internal equity, market alignment, job evaluation, pay transparency readiness, and consistent leveling practices.
Partner with HRIS, Workday, and HR Analytics teams to improve job data quality, maintain job definition attributes, and support dashboards, reporting, and governance routines.
Ensure the development of leader and HR enablement materials that help HRBPs, COEs, and business leaders apply the architecture consistently and understand the implications for workforce planning, career development, talent acquisition, performance, and learning.
Use job and skills architecture data to support workforce planning, spans and layers analysis, skill gap identification, role consolidation, career pathing, succession planning, and future-of-work scenarios.
Evaluate workforce impacts related to AI, automation, modernization, operating model shifts, and changing business priorities, including how work, roles, teams, and skills may need to evolve.
Translate job and skills data into clear findings, options, recommendations, and implementation considerations for HRBPs and senior leaders.
Partner with HRBPs to evaluate organization design, including spans of control, management layers, reporting relationships, role clarity, decision rights, accountabilities, work distribution, and team effectiveness.
Assist the HRBPs in conducting organization assessments to identify structural inefficiencies, duplication, unclear ownership, excessive layers, fragmented work, or misalignment between structure, strategy, and business priorities.
Develop practical organization design recommendations and playbooks to guide restructuring, role impacts, leadership implications, spans/layers considerations, implementation risks, and change actions needed to move from current to future state.
Use workforce data, spans and layers analysis, benchmarks, business input, and qualitative insights to identify opportunities to simplify structures, improve decision-making, strengthen accountability, and enable more effective performance.
Design and apply change approaches that increase adoption of new processes, tools, behaviors, performance expectations, and ways of working.
Conduct change impact and readiness assessments; translate findings into stakeholder engagement plans, communication inputs, leader actions, training needs, and reinforcement mechanisms.
Support the continued evolution of performance enablement by helping leaders clarify goals, expectations, accountability, feedback routines, and measures of success.
Partner with Learning and Development and other COEs to build change capability, manager enablement resources, and repeatable methods that can scale across the organization.
Serve as accountable day-to-day lead for assigned initiatives, including project planning, milestone tracking, issue resolution, stakeholder alignment, and executive-ready updates.
Partner closely with HRBPs so solutions are grounded in business context and can be effectively introduced with leaders and teams.
Coordinate across Compensation, Talent Acquisition, Learning and Development, HR Operations, HRIS, HR Analytics, Employee Relations, Communications, and other partners as needed.
Prepare concise, business-focused materials for senior leaders, including recommendations, decision papers, implementation updates, risk summaries, and adoption measures.
Use workforce data, survey results, performance indicators, adoption metrics, and stakeholder feedback to diagnose issues and evaluate whether initiatives are achieving intended outcomes.
Define success measures and sustainment routines for assigned initiatives, including progress reporting, adoption tracking, lessons learned, and continuous improvement actions.
Translate data and insights into practical recommendations that leaders can act on, avoiding unnecessary complexity or HR jargon.
Ensure that strong documentation, governance materials, and reusable tools are developed and maintained so enterprise approaches remain consistent, current, and easy to apply.