Organizational Development Consultant

Thrivent•Minneapolis, MN

4d•$109,268 - $147,832•Remote

About The Position

The Organizational Development Consultant is a senior-level individual contributor who partners with leaders, HR Business Partners, and enterprise stakeholders to diagnose organizational needs and design practical solutions that improve organizational effectiveness and business performance. The role applies Organization Development expertise across organization design, operating model effectiveness, team and leadership effectiveness, change and transformation, workforce planning, and related organizational interventions. The consultant identifies root causes, patterns, dependencies, and enterprise implications, then recommends approaches grounded in business need, readiness, risk, and expected value. With a broad perspective and leadership without direct authority, the consultant connects people, ideas, decisions, and related work, helping stakeholders understand dependencies, gaps, and organizational implications. Depending on scope and complexity, the consultant may lead engagements, coordinate contributors and workstreams, or equip leaders and HR partners to execute and sustain solutions. The position leads complex organization-effectiveness engagements from intake through sustainment. It includes assessment and diagnosis, integrated initiative leadership, organization strategy and design, leadership and team effectiveness, change readiness and sustainment, workforce strategy and planning, consulting and capability building, engagement and portfolio discipline, and measurement and practice development. The role is remote within the United States.

Responsibilities

Lead complex organization-effectiveness engagements from intake through sustainment, bringing an enterprise and systems perspective to business priorities.
Conduct intake and contracting discussions to clarify business needs, outcomes, scope, stakeholders, decision makers, timing, risks, dependencies, constraints, and success measures.
Use organizational assessment and diagnostic practices to identify root causes, recognize system patterns, test assumptions, and determine appropriate interventions.
Connect related projects, workstreams, stakeholders, decisions, and dependencies; surface gaps, overlaps, downstream implications, and risks; and help establish shared direction and coordinated action.
Use influence, facilitation, and judgment to create clarity, strengthen alignment and accountability, facilitate decisions, and move complex work forward without positional authority.
Lead organization design and operating model engagements, including current-state assessment, design criteria, structure, work design, roles, accountabilities, governance, decision rights, interfaces, talent implications, and implementation planning.
Translate business strategy into organizational capabilities and ways of working that improve alignment, agility, coordination, decision quality, and execution.
Design and facilitate interventions that strengthen leadership alignment, team clarity, relationships, collaboration, accountability, decision making, and performance.
Guide leadership teams and cross-functional groups through complex, ambiguous, or sensitive discussions, organizational decisions, problem solving, and alignment.
Integrate change practices into organizational interventions to strengthen stakeholder engagement, readiness, adoption, reinforcement, and sustainability.
Assess cumulative impacts, interdependencies, workforce implications, and organizational capacity; transition completed work to the appropriate business or HR owner with clear sustainment accountabilities.
Support workforce planning and future-readiness work by connecting business strategy to capability, skill, role, capacity, and talent implications.
Use data, scenarios, and organizational insight to help leaders assess how changing business needs, technology, automation, and artificial intelligence may affect work and the workforce.
Serve as a trusted consultant to leaders and HR partners, providing strategic insight, constructive challenge, facilitation, and practical recommendations.
Partner across HR and the enterprise to determine delivery models, clarify roles and engagement expectations, and integrate related expertise into executable solutions.
Build leaders’ and HR partners’ capabilities through frameworks, tools, coaching, and consultation.
Manage multiple concurrent engagements, including scope, priorities, milestones, stakeholders, decisions, deliverables, risks, outcomes, and closeout.
Maintain visibility into engagement health, dependencies, risks, and leadership attention needs; surface broader portfolio implications and support prioritization and sequencing decisions.
Establish success measures at the beginning of engagements across business, organizational effectiveness, employee experience, and behavior outcomes, using readiness as a leading indicator when appropriate.
Evaluate impact and value, monitor sustainability, use evidence and feedback to adjust solutions, and improve Organization Effectiveness methods, tools, standards, and ways of working.
Stay current on Organization Development and Organization Effectiveness research and emerging practices and translate them into pragmatic business solutions.
Model Thrivent’s leadership competencies: Model the Way, Rally the Team, and Deliver Outcomes.
Support continuous improvement, employee engagement, partnership, and commitment to clients; model Thrivent’s purpose, promise, and values and help protect the organization’s trust and reputation.