HR Strategy Enablement Consultant

Capital Blue Cross•Harrisburg, PA

10h•$72,870 - $137,290•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.
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.

Responsibilities

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.