Organizational Development (OD) and Human Resources (HR) Consultant

BerryDunn•Remote,

1d•$110,000 - $130,000•Remote

About The Position

Our State Government Practice Group (SGPG) is seeking an experienced Organizational Development (OD) and Human Resources (HR) Consultant practitioner with deep expertise in Human Resources consultation, strategic HR assessment, organizational assessment, workforce and service delivery analysis, and actionable improvement planning. This role will help state government clients assess HR functions, organizational structures, staffing models, business processes, workplace culture, and operational effectiveness, with a particular focus on helping clients evolve HR from primarily administrative and transactional functions into strategic, consultative, business-aligned partners that support organizational priorities and workforce outcomes. You will leverage your OD and HR consulting expertise to help clients understand current-state strengths, gaps, risks, and opportunities across HR operations, organizational design, service delivery, workforce practices, and culture. You will bring strong consulting skills, excellent analytical and facilitation capabilities, and the ability to develop clear, evidence-informed deliverables that help clients reposition HR as a strategic advisor to leadership rather than a primarily administrative support function. This role may work remotely from anywhere in the United States or near one of our national office locations. Travel expectation: Approximately 50% travel to client sites to support discovery, involved party engagement, assessment activities, facilitation sessions, presentations, and other project activities.

Requirements

A minimum of seven (7) years of experience providing HR consultation, organizational assessment, organizational development, workforce analysis, service delivery assessment, or related management consulting services.
Deep expertise in at least three of the following areas: strategic HR assessment, HR transformation, HR operating model design, HR service delivery, organizational assessment, organizational design, workforce planning, staffing analysis, process improvement, employee experience, culture assessment, change management, or strategic planning.
Demonstrated ability to design and conduct assessment activities, synthesize qualitative and quantitative findings, identify practical recommendations, and develop clear implementation roadmaps.
Strong consultation, facilitation, interviewing, analytical thinking, communication, and relationship-building skills.
Proven ability to manage multiple assignments, balance competing priorities, protect confidentiality, and deliver high-quality results.
Strong writing, presentation, and communication skills with the ability to convey complex assessment findings, risks, options, and recommendations simply and effectively.
Proficiency in Microsoft applications, including MS Project.

Nice To Haves

Formal education or certifications in Human Resources, Organizational Development, Industrial/Organizational Psychology, Public Administration, Business Administration, change management, or related fields preferred.

Responsibilities

Conduct strategic Human Resources assessments that evaluate HR structure, capacity, processes, policies, service delivery, compliance considerations, and opportunities to shift HR from primarily administrative and transactional work toward a more strategic, consultative, proactive partnership with leadership.
Lead organizational assessments that examine organizational structure, staffing models, roles and responsibilities, governance, workflows, culture, employee experience, and operational effectiveness.
Design and execute assessment approaches that include document review, data analysis, interviews, listening sessions, surveys, focus groups, working sessions, and other involved party engagement methods.
Analyze qualitative and quantitative information to identify key themes, strengths, gaps, risks, root causes, service delivery issues, and priority opportunities for improvement.
Develop clear, actionable deliverables, including assessment approach summaries, findings and gap summaries, organizational assessment reports, HR assessment reports, recommendations, implementation roadmaps, and presentation materials.
Assess the maturity of HR functions and recommend strategies, operating models, role clarity, governance practices, and service delivery improvements that enable HR teams to move beyond administrative processing and deliver higher-value strategic consultation.
Partner with clients and internal teams to co-create practical HR, OD, organizational design, service delivery, and workforce improvement strategies that strengthen HR’s ability to provide strategic consultation, anticipate workforce needs, influence organizational decisions, and reduce unnecessary administrative burden.
Facilitate meetings, working sessions, validation discussions, and leadership briefings that help clients understand findings, weigh options, and align on priority next steps.
Build and maintain strong relationships with clients, helping to ensure clarity of expectations, quality of delivery, confidentiality, and consistent progress updates.
Track, evaluate, and report on assessment progress, deliverable status, emerging risks, and project milestones to internal and client interested parties.
Identify and address risks, issues, or barriers related to HR operations, organizational alignment, culture, service delivery, workforce practices, and implementation readiness.
Support business development efforts by helping scope HR consultation and organizational assessment engagements, contributing to proposals, and sharing HR, OD, organizational design, and assessment subject-matter expertise.
Contribute to practice growth through thought leadership, such as writing HR and organizational assessment-focused content, presenting at conferences, or participating in client development meetings.