Senior Organizational Development Consultant

UFCU Main • Austin, TX

1d • Onsite

About The Position

The Senior Organizational Development Consultant is a key member of the enterprise Organizational Development team and serves as the enterprise system owner and enabler of organizational effectiveness, engagement, and talent management capabilities. This role holds primary enterprise accountability for designing, governing, and iteratively evolving OD systems—including organizational design, change enablement, engagement and organizational listening, talent reviews, and succession planning—through experimentation, continuous feedback, and learning cycles. The role partners closely with HR Business Partners and leaders to enable adoption, accelerate organizational learning, and sustain impact across the enterprise. This role translates organizational and people insights into adaptive, scalable solutions that improve decision quality, leadership effectiveness, and organizational health. The Senior Organizational Development Consultant is an exempt position and reports to the Director of People. About UFCU Our Credit Union was founded in 1936 and has grown to serve members throughout Texas and beyond. At UFCU, we are more than just a financial institution, and our people are more than just employees. We are dedicated to our purpose of empowering our Members to achieve financial success and build brighter futures . In pursuit of our aspiration that UFCU is loved by millions of Members and built to thrive for generations , we are guided by our values: Purposefully Member-Obsessed: We are driven by a profound sense of empathy to deeply understand our Members’ needs and preferences, what brighter futures means to them, and the obstacles in their way. We act in our Members’ best interests, forever seeking to empower their financial success. Possibilities Reimagined: We are inspired to courageously experiment, learn, and iterate in pursuit of positive impact for our Members, UFCU, and coworkers. We challenge assumptions, embrace diverse perspectives, and make use of data and insights. Performance Excellence Rooted in Unwavering Integrity: We do the right thing, always. We champion teamwork, accountability, continuous improvement, and celebrate successful outcomes of others, fostering an inclusive environment of excellence and collaboration.

Requirements

• Strong strategic thinking and problem-solving skills
• Excellent communication and interpersonal skills
• Proven ability to lead and manage change initiatives
• Experience with leadership development and performance management
• Proficiency in data analysis and using metrics to drive decisions
• Ability to work collaboratively with diverse teams and stakeholders
• Understanding of organizational culture as a lever for transformation, engagement, and performance
• Ability to assess, shape, and evolve culture in alignment with strategic goals
• Ability to think strategically about the future state and support the organization through complex change
• Ability to guide and influence others through change
• Clear and effective communication skills to convey change initiatives and gather feedback
• Ability to remain effective while dealing with changing conditions
• Understanding and managing one's own emotions and those of others
• Ability to persuade and influence others to achieve desired outcomes
• Commitment to ongoing personal and professional development
• Education: Bachelor’s degree in organizational development, Human Resources, Business Administration, or a related field or relevant experience in lieu of degree
• Experience: Minimum of 7-10 years of experience in organizational development, change management, or a related field
• Proven experience in Change management, Project Management, Coaching, and partnering with HR teams
• Must be bondable

Nice To Haves

• Familiarity with agile, design thinking, or digital transformation is a plus
• Education: Master's degree in organizational development, Human Resources, Business Administration, or a related field.
• Experience supporting transformation programs, digital initiatives, or enterprise-wide change efforts preferred
• DDI Certification
• DiSC, Clifton Strengths Coaching, or other psychometric assessments

Responsibilities

• Own and iteratively evolve enterprise organizational development principles, tools, and frameworks related to organizational design, operating models, decision effectiveness, and organizational health
• Lead enterprise‑level organizational diagnostics using rapid sensing, system‑level analysis, and short learning cycles to identify barriers and opportunities
• Steward lightweight organization design principles and decision guardrails that support clarity, agility, scalability, and adaptability over time
• Serve as a system‑level consultant on the organization’s most complex, enterprise‑impacting organizational challenges, enabling leaders and HRBPs rather than acting as the sole executor
• Own enterprise change principles, guardrails, and shared practices that enable speed while maintaining alignment
• Partner on large‑scale, enterprise‑level change efforts using an iterative, test‑and‑learn approach rather than one‑time rollouts
• Design adaptive change strategies that leverage continuous feedback, rapid sensing, and incremental adoption
• Enable and coach senior leaders to lead change through clarity of intent, fast feedback loops, and sustained ownership
• Own the enterprise engagement and organizational listening system, emphasizing rapid sensing and actionable insights
• Establish enterprise principles and shared practices for interpreting and acting on engagement and culture data while enabling local flexibility
• Lead enterprise‑level analysis using continuous feedback loops to surface trends, risks, and priorities
• Enable leaders and HRBPs with lightweight toolkits and playbooks that support ongoing action, learning, and accountability rather than one‑time plans
• Serve as enterprise owner of adaptive talent review and succession systems that evolve as organizational needs change
• Define shared enterprise principles and decision criteria for assessing performance, potential, and readiness
• Design talent review practices that support frequent reflection, calibration, and learning, not just annual cycles
• Own succession planning as a dynamic capability, using risk indicators and readiness signals rather than static plans
• Translate talent insights into hypotheses and system‑level experiments that inform leadership development, workforce planning, and internal mobility
• Design and enable leadership and team effectiveness approaches that improve decision flow, role clarity, and collaboration
• Selectively facilitate high‑impact interventions while primarily building leader and HRBP capability to sustain the work
• Partner with leadership development teams to ensure OD insights inform adaptive capability‑building priorities
• Act as the enterprise owner and steward of OD, engagement, and talent systems while enabling decentralized execution
• Partner with HR Business Partners as primary integrators and leaders of adoption within the business
• Maintain authority over enterprise intent, guardrails, and insights while allowing flexibility in how outcomes are achieved
• Complete required regulatory training as assigned
• Maintain strict adherence and compliance to all laws, rules, regulations and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations
• Adheres to Organizational Development code of ethics and values

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level