Sr Business Enablement Consultant, Transformation

Xcel Energy•Roseville, MN

9d•$84,900 - $120,567•Hybrid

About The Position

The Sr Business Enablement Consultant, Transformation leads moderately complex business process design and integration efforts across transformation or major project initiatives. Operating with independence, the role engages cross-functional partners, assesses upstream/downstream impacts, and translates business needs into actionable future state recommendations. This role is a program facing role within the Transformation Readiness domain, responsible for enabling workforce design/operating model in partnership with HR and different BAs, supporting the leader.

Requirements

Bachelor’s degree in business or related field; or equivalent combination of training and relevant experience.
Strong understanding of utility processes and performance drivers.
Excellent communication, critical thinking and problem-solving skills.
5+ years in operations, business process improvement or service delivery or transformation, operating model enablement, change enablement.

Nice To Haves

Some Travel required to CO, MN
Hybrid work schedule (Tues -Thurs)

Responsibilities

Serve as a trusted advisor for business functional teams by providing advanced subject matter expertise across multiple business processes.
Lead program activities such as business process design, requirements mapping, operational planning and functional impact assessments.
Assess and analyze workforce, role and operating model impacts resulting from Transformation program design and deployment decisions across impacted Business Areas.
Create appropriate models for interim(implementation), stabilization and optimization.
Enable strategic workforce and operating model decisions by translating program requirements into clear implications for roles, skills, deployment models and ways of working.
Help facilitate cross functional working sessions with BAs, HRBPs, TPMO, other internal stakeholders and external strategic vendor partners (e.g., Business Integrator) to align workforce impacts, sequencing and readiness actions.
Support integration of workforce impacts into existing HR practices (e.g., job architecture, staffing approaches) through HR-owned processes in close partnership with HRBPs.
Identify workforce related risks (e.g., capacity, readiness, labor considerations) and escalate material tradeoffs or unresolved issues to the senior leadership.
Support program culture enablement identifying changes required to decision norms, collaboration models and leader behaviors tied to future state operating model.