Senior Organizational Development Consultant

UFCU•Austin, TX

2d•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.

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
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