Organizational Effectiveness Consultant (I/O Psychologist)

Pacific Northwest National Laboratory•UNAVAILABLE, OH

6h•Onsite

About The Position

The Organizational Effectiveness Consultant (OEC), reporting to the Director of Human Capital Management within Human Resources, applies organizational effectiveness and behavioral science principles to assess, understand, and inform improvement strategies as it relates to workforce, organizational, and operational performance across the laboratory in support of mission and business objectives. This role uses diagnostic and data-informed approaches to evaluate organizational effectiveness, workplace culture, workforce trends, and organizational challenges in support of operational effectiveness, workforce readiness, and strategic objectives. This role partners with HR Leadership, Centers of Excellence and Human Resources Business Partners, as well as change management, and other key stakeholders to identify opportunities, interpret organizational and workforce data, recommend practical solutions, and support initiatives that improve organizational effectiveness and workforce outcomes. This role evaluates organizational risks, workforce challenges, organizational readiness, and evolving workforce needs to inform operational and strategic decision-making. This role is preferred to be onsite in Richland, WA.

Requirements

Demonstrated expertise in organizational effectiveness, organizational development, workforce analytics, behavioral science, or related disciplines.
Ability to analyze and interpret organizational and workforce data to identify trends, risks, and opportunities.
Ability to solve complex organizational problems using analytical thinking, diagnostics, consultation, and sound judgment.
Ability to communicate complex organizational concepts clearly to leaders and stakeholders.
Ability to influence and partner effectively across organizational levels and functions.
Ability to facilitate discussions, assessments, and organizational improvement initiatives.
Ability to independently manage projects involving moderate complexity and organizational impact.
Bachelor’s degree in Organizational Psychology, Industrial/Organizational Psychology, Organizational Development, Behavioral Science, Human Resources, Business, or related field and 7 years of relevant professional experience — OR — Master’s or PhD in one of these fields and 5 years of relevant professional experience.
Relevant professional experience includes supporting organizational effectiveness, workforce strategy, organizational consulting, employee research, workforce analytics, organizational assessment initiatives, including applying diagnostic and data-informed approaches to organizational and workforce challenges.

Nice To Haves

Strong ability to communicate scientific, research-based, or technical concepts in clear, business-oriented language to support informed decision‑making.
PhD strongly preferred, though an equivalent combination of education and experience will be considered.
Experience with business/internal customer facing roles supporting a variety of business functions.

Responsibilities

Partners with leaders and stakeholders across the laboratory to assess organizational effectiveness, workforce challenges, workplace culture, and operational impacts.
Use qualitative and quantitative methods to analyze workforce trends, workforce feedback, retention indicators, organizational effectiveness, and operational impacts.
Conduct organizational assessments, interviews, surveys, and diagnostic activities to identify themes, risks, root causes, and opportunities for improvement.
Translate workforce and organizational data into practical recommendations and actionable insights that support operational effectiveness, workforce readiness, and strategic decision-making.
Recommend evidence-based approaches, process improvements, and organizational effectiveness strategies to improve workforce performance, organizational effectiveness, and operational outcomes.
Develop reports, presentations, and summaries that communicate complex organizational concepts in a clear and actionable manner.
Lead or support projects involving organizational effectiveness, workforce analytics, organizational assessment, feedback strategies, workforce readiness, and organizational change.
Build collaborative partnerships outside of Human Resources including research, operations, Information Technology (IT), Communications, transformation offices (operations council, business process reengineering, etc.) and other key stakeholder groups to support organizational initiatives and workforce outcomes.
Work independently while managing projects or initiatives with moderate organizational complexity, risk, and impact.