Senior Organizational Effectiveness Partner

Pennrose•Philadelphia, PA

About The Position

The Senior Organizational Effectiveness (OE) Partner / Consultant plays a key role in strengthening leadership capability, career development, team effectiveness, and organizational growth across the organization. This role leads the design, facilitation, and continuous improvement of leadership and professional development experiences that support a dynamic and evolving business environment. This is an individual contributor role reporting directly to the Director of Organizational Effectiveness, no direct reports. This position partners closely with leaders, HR, subject matter experts, and teams to deliver impactful learning experiences, leadership programs, and organizational development initiatives that improve performance, engagement, and employee growth. The ideal candidate is agile, adaptable, highly collaborative, and comfortable balancing strategic thinking with hands-on execution in a fast-paced environment.

Requirements

Bachelor’s degree in Organizational Development, Human Resources, Business, Education, Psychology, or related field.
5+ years of experience in organizational effectiveness, organizational development, leadership development, learning and development, talent development, or related areas.
Experience designing and facilitating leadership development programs and team-based learning experiences.
Strong facilitation, consulting, communication, and relationship-building skills.
Demonstrated ability to manage multiple initiatives and adapt effectively in a fast-paced, evolving environment.
Experience partnering with leaders across multiple levels of an organization.
Strong program and project management, organizational, and collaboration skills.
Familiarity with psychometric and leadership assessment tools (e.g., DiSC, CliftonStrengths, MBTI, Hogan, Insights Discovery, or similar); certification in one or more assessment methodologies preferred.

Nice To Haves

Master’s degree in Organizational Development, Leadership, Human Resources, Education, or related field.
Experience supporting culture, engagement, succession planning, and change management initiatives.
Experience developing scalable learning frameworks and leadership curriculum.
Familiarity with learning systems, talent management platforms, and employee engagement tools.
Experience working in highly collaborative, evolving, and growth-oriented organizations.

Responsibilities

Lead the design, facilitation, and evolution of leadership and career development programs across the organization.
Own and facilitate Leadership School, leadership cohorts, emerging leader programs, and leadership career path initiatives.
Lead manager development and professional development programming that strengthens leadership capability and employee growth.
Lead career path development initiatives for both leaders and employees.
Execute leadership-related learning strategies aligned to organizational priorities and business needs.
Design scalable learning architecture, frameworks, and development experiences that support organizational growth.
Lead and continuously improve train-the-trainer and SME partnership processes.
Partner with leaders and teams to support team effectiveness, organizational development, and change initiatives.
Support engagement action planning, succession planning, and talent review/calibration processes.
Serve as a trusted consultant and facilitator to leaders and teams across the organization.
Facilitate team effectiveness sessions, leadership workshops, and professional development experiences using engaging adult learning principles.
Support manager capability development related to performance management, feedback, and employee development conversations.
Collaborate with internal stakeholders and external partners to deliver high-quality learning and organizational effectiveness solutions.
Develop and manage programs related to leadership and professional development initiatives.
Manage organizational effectiveness projects from planning through execution, including coordination of timelines, stakeholders, communications, resources, and deliverables.
Support organizational effectiveness projects and programs, such as orientation content strategy and onboarding-related learning initiatives.
Evaluate program effectiveness using feedback, engagement insights, and learning data to drive continuous improvement.
Contribute to an agile, evolving organizational effectiveness function by adapting priorities, programs, and approaches based on business and workforce needs.