Organizational Transformation and Change Strategist

Booz Allen Hamilton•Washington, DC

13h•$77,600 - $176,000•Hybrid

About The Position

The Organizational Transformation and Change Strategist partners with clients to clarify strategic priorities, diagnose organizational challenges, and identify opportunities to improve performance. The role analyzes issues, risks, and stakeholder impacts to develop integrated solutions across strategy, structure, process optimization, human capital, culture, technology enablement, and cost efficiency. Using qualitative and quantitative analysis, the strategist delivers actionable recommendations that strengthen operations and advance mission and business outcomes. Working with limited supervision, the strategist contributes to problem-solving efforts across multiple advisory domains. The work includes developing business cases, supporting organizational change initiatives, and guiding transformation activities, with occasional opportunities to mentor junior team members. The role uses a data-driven, human-centered approach to diagnose challenges, uncover performance drivers, and design solutions that improve organizational effectiveness. The strategist analyzes how people, processes, and technology interact and communicates insights to senior leaders. Work spans the human capital lifecycle, including workforce planning, talent acquisition, leadership development, and succession planning, as well as organizational design, process optimization, and transformation initiatives. The role also involves creating compelling deliverables, visualizing complex data, and translating findings into strategies that strengthen mission execution and align workforce capabilities with organizational goals. The position is hybrid and based in Washington, DC. Employees are expected to work from a Booz Allen or customer facility in alignment with leadership expectations and role needs. Applicants must be able to obtain a Secret clearance and may be subject to a security investigation and eligibility requirements for classified access.

Requirements

At least 5 years of experience in human capital, talent management, workforce development, strategic planning, or industrial-organizational psychology.
At least 5 years of experience collecting, analyzing, and visualizing quantitative and qualitative workforce or organizational data.
Experience developing strategic plans using change management principles.
Experience with organizational culture, program assessment, and identifying data-driven recommendations for improvement.
Experience designing and conducting interviews, focus groups, and surveys.
Ability to produce clear, compelling deliverables using Microsoft PowerPoint, Word, and Excel.
Ability to obtain a Secret clearance.
Bachelor’s degree.

Nice To Haves

At least 4 years of experience in a professional environment, including an advisory environment.
Experience supporting federal agencies, national defense organizations, or defense-oriented government programs.
Experience with organizational effectiveness, organizational design, alignment, or culture initiatives.
Strong communication and facilitation skills to build partnerships and advance strategic initiatives.
Master’s degree in Industrial/Organizational Psychology, Organizational Development, Organizational Leadership, Human Resources Management, Human Capital Management, or Business Administration.
Certification in Human Capital Strategy, Change Management, Leadership Coaching, or Personality Assessments.

Responsibilities

Partner with clients to clarify strategic priorities, diagnose organizational challenges, and identify performance improvement opportunities.
Analyze organizational issues, risks, stakeholder impacts, and the interactions among people, processes, and technology.
Develop integrated solutions across strategy, structure, process optimization, human capital, culture, technology enablement, and cost efficiency.
Collect, analyze, and visualize quantitative and qualitative workforce or organizational data.
Develop strategic plans using change management principles and create data-driven recommendations for improvement.
Design and conduct interviews, focus groups, and surveys.
Develop business cases, support organizational change initiatives, and guide transformation activities.
Contribute to advisory work across workforce planning, talent acquisition, leadership development, succession planning, organizational design, and process optimization.
Create clear, compelling deliverables and translate complex findings into actionable strategies for senior leaders.
Occasionally mentor junior team members.