Organizational Development Consultant

Thrivent•Minneapolis, MN

2d•Remote

About The Position

The Organization 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. 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 an engagement, coordinate work across contributors and workstreams, or equip leaders and HR partners to execute and sustain a solution. This role can be remote within the United States. The consultant leads complex organization effectiveness engagements from intake through sustainment, applying an enterprise and systems perspective. Responsibilities encompass 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, measurement, learning, and practice development. The consultant establishes success measures, evaluates impact and sustainability, and contributes to improving Organization Effectiveness methods, tools, standards, and practices. The role models Thrivent’s leadership competencies—Model the Way, Rally the Team, and Deliver Outcomes—and supports continuous improvement, employee engagement, partnership, and commitment to clients while modeling the organization’s purpose, promise, and values.

Responsibilities

Conduct intake and contracting discussions to clarify business needs, outcomes, scope, stakeholders, decision makers, timing, risks, dependencies, constraints, and measures of success.
Apply organizational assessment and diagnostic practices to identify root causes, recognize system-wide patterns, test assumptions, and recommend appropriate interventions.
Lead complex engagements using a whole-system perspective, connecting related projects, workstreams, stakeholders, decisions, dependencies, and organizational impacts.
Surface gaps, overlaps, downstream implications, and risks, and use influence and facilitation to create clarity, alignment, accountability, and coordinated action.
Lead organization design and operating model engagements, including 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 to 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, 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, and transition completed work to the appropriate business or HR owner with clear sustainment accountabilities.
Support workforce planning and future-readiness by connecting business strategy to capability, skill, role, capacity, and talent implications.
Use data, scenarios, and organizational insight to help leaders consider how 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 the capability of leaders and HR partners 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 portfolio-wide implications and provide insight for prioritization and sequencing.
Establish success measures at engagement outset across relevant business, organizational effectiveness, employee experience, and behavior outcomes; use readiness as a leading indicator when appropriate.
Evaluate impact and value, monitor sustainability, and use evidence and feedback to adjust solutions.
Contribute to continuous improvement of Organization Effectiveness methods, tools, standards, and ways of working.
Stay current on Organization Development and Organization Effectiveness research and emerging practices, translating 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 its trust and reputation.