Organizational Development Consultant

AAON, Inc. • Tulsa, OK

6d

About The Position

The Organizational Development Consultant drives initiatives that strengthen organizational performance through job design, talent development, and employee engagement. This position designs and implements programs that build organizational capability, enhance leadership pipelines, and improve business outcomes. By partnering with leaders and HR, the role ensures alignment between talent strategies and organizational goals, fostering career growth and retention.

Requirements

• Requires a Bachelor’s degree in Organizational Development, Organizational Leadership, Human Resources, or related field.
• 6+ years of experience in organizational development, talent management, or leadership development; or a combination of education and experience, which would provide an equivalent background.
• Strong consultative and interpersonal skills with the ability to influence at all organizational levels.
• Excellent analytical skills, including experience interpreting talent data and workforce trends.
• Ability to manage complex projects and navigate ambiguity effectively.
• Strong communication and facilitation skills for engaging diverse audiences.
• Knowledge of organizational design, succession planning, and leadership development principles.
• Ability to measure and articulate the business impact of talent initiatives.
• Frequent sitting and use of computer systems for data analysis and reporting.
• Ability to communicate effectively in person and virtually across multiple locations.
• Occasional standing and walking for facilitation of workshops or meetings.
• Ability to manage multiple priorities and deadlines in a fast-paced environment.

Nice To Haves

• Master’s degree or PhD in Organizational Development or IO Psychology
• Experience with competency frameworks (e.g., Korn Ferry)
• Familiarity with HR analytics tools

Responsibilities

• Lead organizational development and talent optimization strategies to enhance workforce capability and performance.
• Design and implement competency models to support leadership development, career progression, and employee growth initiatives.
• Develop and maintain succession planning processes for critical roles and leadership pipelines.
• Support the execution of talent review processes and performance management cycles, including goal setting, feedback, and development planning.
• Partner with leaders to assess talent, identify successors, and create actionable development plans.
• Provide consultative guidance on career pathing and internal mobility to promote employee engagement and retention.
• Analyze talent data and workforce metrics to inform strategic decisions and improve organizational outcomes.
• Performs other duties as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1,001-5,000 employees