Sr. Leadership and OD Consultant - Remote

Velera

1d•$84,900 - $108,200•Remote

About The Position

Velera is seeking a Senior Leadership & Organizational Development (L&OD) Consultant to act as a strategic partner for business leaders, HR Business Partners (HRBPs), and People & Culture teams. This role focuses on designing and implementing leadership development programs and organizational development interventions to enhance individual, team, and organizational performance. The consultant will be responsible for developing leaders at all levels, addressing leadership capability gaps, and advising on organizational challenges through expertise in change management, talent development, organizational effectiveness, succession planning, performance management, team effectiveness, and organizational design. The role involves close collaboration with leaders across the enterprise to assess business needs, diagnose organizational issues, and implement talent and organizational solutions that align with strategic objectives. As a subject matter expert, this position will also establish standards, coach colleagues, and share best practices.

Requirements

Bachelor's degree in Organizational Development, Human Resources, Leadership Development, Learning & Development, Business, or a related field required.
Ten (10) years of experience facilitating, training, coaching, or presenting to leaders and adult learners in a corporate environment.
Five (5) years of experience designing and implementing organizational development solutions.
Experience consulting with leaders at all organizational levels, including executive leadership teams.
Experience working with geographically dispersed and virtual workforces.
Experience designing leadership development programs and utilizing learning technologies, learning management systems, and virtual learning platforms.
Deep knowledge of organizational development, change management, leadership development, succession planning, talent management, performance management, and organizational design.
Knowledge of organizational diagnosis models, frameworks, tools, and best practices.
Strong consulting, facilitation, coaching, and stakeholder management skills.
Ability to assess business needs and translate them into strategic, value-added talent and organizational solutions.
Strong strategic thinking, business acumen, and organizational awareness.
Ability to lead change and influence leaders without direct authority.
Exceptional written, verbal, facilitation, and presentation skills.
Strong relationship-building skills with the ability to establish credibility and trust across all levels of the organization.
Ability to manage multiple priorities and projects in a fast-paced environment.
Demonstrated customer focus and commitment to delivering exceptional internal client service.
Ability to exercise sound judgment, maintain confidentiality, and make effective decisions.
Openness to innovation, continuous learning, and new approaches to organizational effectiveness.
Ability to travel as needed.

Nice To Haves

Master's degree preferred.
Professional certification in Human Resources, Organizational Development, Change Management, Coaching, or related disciplines preferred.
Certifications in leadership or behavioral assessments (e.g., MBTI, ESCI, CliftonStrengths) preferred.
Professional coaching certification (e.g., ICF) preferred.
Two (2) years of experience leading teams, projects, or matrixed resources preferred.
Credit union or financial services experience, including CUDE or related industry education, preferred.

Responsibilities

Design, develop, facilitate, and evaluate leadership development programs for leaders at all levels.
Partner with HRBPs, business leaders, and Learning & OD colleagues to identify leadership capability gaps and create targeted development strategies.
Research, evaluate, recommend, and implement leadership development resources, tools, assessments, and learning solutions.
Maintain the relevance and effectiveness of leadership programs through continuous improvement, modern learning methodologies, blended learning approaches, and evolving business needs.
Create scalable leadership content and resources that can be customized and leveraged across multiple business units.
Develop reinforcement and knowledge transfer strategies that support sustained behavior change and leadership effectiveness.
Monitor program effectiveness through assessments, evaluations, and reporting to measure impact and inform future improvements.
Foster a culture of continuous learning and leadership excellence throughout the organization.
Partner with HRBPs and business leaders to assess organizational opportunities and challenges and develop solutions aligned with business strategy.
Lead and support initiatives related to organizational design, organizational effectiveness, talent management, succession planning, performance management, and team development.
Serve as an organizational development consultant and trusted advisor to leaders and project teams.
Facilitate strategic planning sessions, team effectiveness engagements, leadership off-sites, and organizational interventions.
Diagnose organizational issues using established OD frameworks, data analysis, and stakeholder input to identify root causes and recommend solutions.
Support enterprise change initiatives by providing change management expertise, tools, and coaching.
Help build enterprise-wide capabilities, structures, behaviors, and processes that enable organizational performance and growth.
Support the development of an organizational coaching culture through coaching, consulting, and capability-building efforts.
Build strong partnerships with HRBPs, business leaders, People & Culture colleagues, and external partners to advance organizational and leadership priorities.
Provide guidance, coaching, and subject matter expertise to colleagues within the People & Culture function.
Manage multiple projects and initiatives simultaneously, ensuring successful execution, stakeholder alignment, milestone achievement, and risk mitigation.
Source and manage external training vendors, consultants, and learning partners while ensuring quality, effectiveness, and cost efficiency.
Communicate project status, outcomes, risks, and recommendations to stakeholders and department leadership.
Stay current on industry trends, best practices, and emerging approaches in leadership development, organizational development, and change management.