Organizational Transformation and Change Strategist

Booz Allen Hamilton•Washington, DC

1d•$77,600 - $176,000

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 role includes developing business cases, supporting organizational change initiatives, guiding transformation activities, and occasionally mentoring junior team members. The Strategist helps clients bridge the gap between their current state and strategic goals through a data-driven, human-centered approach. Work spans the human capital lifecycle—including workforce planning, talent acquisition, leadership development, and succession planning—and may also include organizational design, process optimization, and transformation initiatives. The Strategist analyzes how people, processes, and technology interact, creates compelling deliverables, visualizes complex data, and translates findings into strategies that strengthen mission execution and align workforce capabilities with organizational goals. The role requires curiosity, adaptability, and collaboration in a fast-paced environment. Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information. The role requires the ability to obtain a Secret clearance. The projected annualized compensation range is $77,600 to $176,000 USD. Salary is determined by factors including location, education, skills, experience, and contract-specific and organizational requirements. The posting will close within 90 days from the posting date.

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 working in a professional environment, including advisory work.
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.
Use qualitative and quantitative analysis to deliver clear, actionable recommendations to leaders.
Develop business cases and support organizational change initiatives and transformation activities.
Contribute to advisory work across the human capital lifecycle, including workforce planning, talent acquisition, leadership development, and succession planning.
Contribute to organizational design, process optimization, and transformation initiatives.
Create compelling deliverables, visualize complex data, and translate findings into strategies that strengthen mission execution and align workforce capabilities with organizational goals.
Occasionally mentor junior team members.