Senior Learning & Organizational Development Consultant

Huntington National Bank•Columbus, OH

1d•$70,000 - $140,000•Onsite

About The Position

The Senior Learning & Organizational Development Consultant leads learning, performance, and complex initiatives that strengthen workforce capability and improve individual, team, and organizational performance. The role uses strategic and performance consulting, adult learning, workforce capability, organizational development, change adoption, and solution-design expertise to help leaders identify business and workforce needs and turn them into practical, scalable solutions. The consultant partners with business leaders, HR, Talent, and other enterprise stakeholders, independently leading work from discovery and strategy through design, implementation, measurement, and continuous improvement. The role also helps strengthen consulting and solution-delivery practices, coaches learning professionals, and uses AI and Microsoft 365 tools responsibly to support effective work. This is an office workplace type position. The hiring team will provide details about specific work arrangements; some positions outside the branch network may be eligible for a flexible arrangement combining office and work-from-home time. The annual base compensation range is $70,000–$140,000, with eligibility to participate in an applicable incentive compensation plan.

Requirements

Bachelor's degree or equivalent related experience.
At least 7 years of progressive experience in Learning & Development, Organizational Development, Talent Development, Performance Consulting, Workforce Capability, or a related discipline.
Strong consulting, facilitation, written communication, presentation, and executive-influence skills.
Ability to influence leaders, align stakeholders, navigate ambiguity, and communicate recommendations clearly.

Nice To Haves

Experience diagnosing business, performance, and workforce needs and recommending appropriate learning and non-learning solutions.
Experience independently leading complex, cross-functional initiatives from discovery through implementation, measurement, and continuous improvement.
Experience applying adult-learning, performance-consulting, workforce-capability, organizational-development, and change-adoption practices.
Experience architecting scalable solutions and translating strategy into clear plans, requirements, resources, and experiences.
Experience defining success measures and using data, research, feedback, and stakeholder insights to evaluate effectiveness and business impact.
Working fluency with AI and digital productivity tools, including responsible application to research, analysis, content development, and solution delivery.
Advanced degree, certification, or specialized training in organizational development, learning and development, instructional design, human resources, business, change management, or a related discipline.
Experience working in financial services or another complex or regulated environment.
Experience with learning management systems, digital learning platforms, Microsoft 365, Workday Learning, and modern authoring tools.
Experience designing or developing learning assets, performance-support resources, facilitator materials, toolkits, digital content, or other solution components.
Experience managing vendors or external partners.
Relevant change-management, project-management, learning, instructional-design, or organizational-development certification.

Responsibilities

Consult with business leaders, HR partners, and talent stakeholders about learning, performance, and workforce capability needs.
Diagnose business, performance, and workforce needs; clarify desired outcomes; and determine whether learning or another intervention is appropriate.
Recommend practical learning, performance, and workforce capability solutions and influence decisions without direct authority.
Architect scalable learning and non-learning solutions and identify non-learning factors affecting performance or adoption.
Translate discovery findings into solution strategies, audience requirements, objectives, implementation plans, and success measures.
Design or develop solution components and engage specialized designers, developers, facilitators, technology partners, vendors, and subject-matter experts as needed.
Apply adult-learning, instructional-design, performance-consulting, workforce-capability, and organizational-development practices.
Lead learning, performance, and workforce-capability workstreams for complex, cross-functional initiatives from strategy through implementation.
Establish scope, roles, timelines, risks, decisions, and measures of success; coordinate work across business segments and enterprise functions.
Manage multiple priorities and communicate recommendations, risks, decisions, and progress through stakeholder updates and executive-ready materials.
Build adoption, reinforcement, and behavior-change strategies into solutions; identify barriers to applying new knowledge, skills, tools, or ways of working.
Equip leaders, managers, facilitators, and business partners with resources and guidance that support adoption.
Align learning, performance support, leader enablement, and reinforcement with broader change efforts.
Define measures connecting learning, performance, capability, adoption, and behavior change to business priorities.
Use quantitative and qualitative data, research, feedback, and business context to evaluate effectiveness and impact; recommend improvements.
Coach and support consultants and learning professionals and help strengthen consistent consulting, solution-design, measurement, and delivery practices.
Use AI and Microsoft 365 tools for research, analysis, solution development, communication, and efficient work; evaluate AI-generated output for accuracy, quality, appropriateness, and responsible use.
Stay current on developments in learning, workforce capability, organizational development, technology, and AI, and translate relevant trends into practical recommendations.