Sr. Organizational Development Consultant

T. Rowe Price • Washington DC, DC

7d • $110,000 - $236,000 • Hybrid

About The Position

At T. Rowe Price, we identify and actively invest in opportunities to help people thrive in an evolving world. As a premier global asset management organization with more than 85 years of experience, we provide investment solutions and a broad range of equity, fixed income, and multi-asset capabilities to individuals, advisors, institutions, and retirement plan sponsors. We take an active, independent approach to investing, offering our dynamic perspective and meaningful partnership so our clients can feel more confident. We believe doing the right thing for our clients and our associates is good business . With a career at the firm, y ou can expect opportunities to create real impact at work and in your community. Y ou’ll enjoy resources to support your career path, a s well as compensation , benefits , and flexibility to enrich your life. Here, you’ll find a collaborative culture that respect s and valu e s differences and colleagues who share a spirit of generosity . Join us for the opportunity to g row and make a difference in ways that matter to you . Role Summary The Senior Organizational Development (OD) Consultant is a key position within T. Rowe Price’s Talent Management & Organizational Effectiveness team responsible for developing and executing strategies to enhance our organizational effectiveness capabilities to drive business results. If you are an innovative professional with experience with organizational development methodology, team effectiveness facilitation, and a track record of delivering impactful organizational change we want to hear from you! As Senior OD Consultant, you will serve as a trusted advisor to Human Resources Business Partner and leaders, helping them navigate organizational challenges and optimize team performance. You will partner with key stakeholders to drive organizational effectiveness through strategic design, leadership team effectiveness, and change activation initiatives across the enterprise. This position offers the opportunity to support transformative initiatives that directly impact business performance and organizational health. The role requires someone who can balance strategic thinking with hands-on execution, demonstrate sophisticated relationship management skills, and navigate complex stakeholder dynamics with ease. Success in this role requires not only technical expertise in OD methodologies but also strong business acumen, political savvy, and the ability to influence at all levels of the organization. The consultant will need to seamlessly integrate into existing HR partnerships while establishing themselves as a credible expert voice in organizational effectiveness.

Requirements

• Bachelor’s degree in Organizational Psychology, Business, or related field or the equivalent combination of relevant experience
• 8+ years of experience in organizational development, with significant focus on org design, team effectiveness, change management and project management
• Knowledge of full range of organization development interventions and change management frameworks and applications
• Demonstrated ability to influence partners and advise leaders in client-facing or consulting role
• Strong facilitation, group dynamics, and leadership team effectiveness skills

Nice To Haves

• Masters degree in Organizational Psychology, Business or related field.
• 10+ years of experience in organizational development, with significant focus on org design
• Expertise in multiple organization design methodologies and frameworks
• Prior experience in the Financial Services and/or Management or Human Capital Consulting Industry
• Certification or formal training in team effectiveness and assessment tools (e.g., HBDI, MBTI, DiSC, Hogan, Five Dysfunctions, or similar)
• Comfort working both independently and in a highly collaborative setting
• Experience in utilizing best practices in change management to drive transformations
• Experience leading strategic planning

Responsibilities

• Organizational Diagnosis & Design: Gather data related to organizational and team effectiveness, provide feedback, and craft strategies and solutions to close gaps from current to desired future state, partnering closely with stakeholders on implementation. Lead end-to-end organizational design and operating model projects for multiple business units, partnering with HR Business Partners and OD team members to ensure alignment. Facilitate and advise HR Business Partners and leaders on organizational structure/design, governance, decision rights, and related areas impacting productivity and business outcomes.
• Leadership & Team Effectiveness: Design and facilitate leadership alignment and team effectiveness interventions, including diagnostics, leadership working sessions, and post-change team resets. Support leaders and teams in translating new structures and strategies into shared norms, behaviors, and operating expectations. Guide HR Business Partners and leaders in strengthening leadership and team capability following organizational change.
• Change Activation & Transformation Support: Support business leaders with strategic planning and problem framing; design activities and reinforcement mechanisms to support strategy execution and operating model clarity. Partner closely with the Transformation Office and program leaders to integrate organizational, leadership, and change considerations into enterprise initiatives. In partnership with change and transformation partners, apply change management approaches to support activation of strategy and operating model shifts.
• Partnership, Integration & Influence: Build strong, collaborative relationships with HR Business Partners, Talent COEs, and key enterprise stakeholders to ensure aligned, integrated approaches. Co-create solutions with HR partners that integrate talent, organizational, and leadership priorities aligned to business context. Navigate complex organizational dynamics and competing priorities, influencing across multiple stakeholder groups without direct authority. Maintain regular communication with key stakeholders to ensure alignment and transparency.
• Measurement, Learning & Contribution: Establish, track, and report OD metrics to measure organizational impact based on established goals and timelines. Monitor and ensure continued effectiveness of OD initiatives and interventions. Participate as an active contributor to work supporting internal business clients and the broader Talent, Enterprise Learning, and HR ecosystem.

Benefits

• Competitive compensation
• Annual bonus eligibility
• A generous retirement plan
• Hybrid work schedule
• Health and wellness benefits, including online therapy
• Paid time off for vacation, illness, medical appointments, and volunteering days
• Family care resources, including fertility and adoption benefits

What This Job Offers

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