Job Description

The Sr. Consultant of Talent and Organizational Development is a highly strategic partner responsible for shaping the organization’s short and long-term talent and capability roadmap. This role leads enterprise-wide efforts to build a skill-based, strength-driven, and growth-centered culture rooted in servant leadership principles. This role will partner closely with business leaders, HR Business Partners, and cross-functional teams to design development strategies, leadership frameworks, and systems that empower employees, build future-ready capabilities, and support organizational growth.

Accountabilities:

Talent Capability Strategy & Skills-Based Organization

• Lead efforts toward a skill-based organizational model, shaping the knowledge, skills, capabilities, and behaviors needed to meet current and future business goals.
• Build and maintain a comprehensive skills framework, partnering with business units to identify critical capabilities and skill gaps.
• Partner with HRBPs and Talent Acquisition to align talent practices (including recruiting, managing, identifying, developing, and retaining) with the skill-based framework.

Leadership Development & Servant Leadership Capability Framework

• Design and support implementation of a leadership capability framework rooted in servant leadership principles—humility, empathy, coaching, empowerment, and psychological safety.
• Create and deliver leadership development programs for multiple levels of leaders, promoting growth-centered and strength-based leadership behaviors.
• Equip leaders with tools and learning experiences that enhance coaching, emotional intelligence, and inclusive practices.
• Contribute to strengthening leadership pipelines and preparing high-potential talent for expanded responsibilities. 

Learning, Development & Strengths-Based Culture

• Champion a strength-based culture that helps employees identify and apply their natural talents in ways that improve performance, engagement, and team effectiveness.
• Integrate strength-based tools and assessments into development planning, leadership programs, and organizational interventions.
• Design and deliver learning experiences, workshops, and development pathways aligned to organizational capability needs.
• Promote continuous learning principles and create resources that empower employees and leaders to own their growth. 

HR Systems, Tools & Workday Optimization

• Lead the optimization of Workday and other talent/learning systems to support skills tracking, capability growth, talent reviews, succession planning, and development planning.
• Partner with HRIS and IT to ensure systems are configured to enable a consistent employee experience, transparent career pathways, and real-time workforce capability insights.
• Establish dashboards, metrics, and reporting that inform strategic workforce planning and track progress on skill development, leadership readiness, and talent mobility.
• Ensure systems support self-service and manager enablement, reducing friction and promoting an empowered, development-focused culture. 

Talent Review, Succession Planning & High-Potential Development 

• In collaboration with HRBPs, support the design and execution of enterprise-wide talent review and succession planning processes by creating tools, templates, and frameworks for consistent application.
• Analyze talent data to identify trends, strengths, risks, succession gaps, and opportunities for capability development.
• Provide insights and recommendations to HRBPs and leaders to strengthen talent pipelines and prioritize development investments.
• Partner with HRBPs—who own the business-facing process—to support the creation of actionable, strength-based development plans for high-potential employees and succession candidates. 

Stakeholder Partnership & Servant Leadership Influence

• Serve as a strategic advisor to executives, business leaders, and HR partners—translating business needs into actionable talent strategies.
• Lead and elevate the Development Community of Practice, strengthening practitioner capability, driving consistency in delivery, and embedding the latest industry insights and innovations across the organization.
• Role model of servant leadership behaviors: active listening, inclusivity, collaboration, empathy, transparency, and servant-led decision making.
• Build trusted relationships that enable influence, alignment, and collective ownership of capability-building efforts.
• Support culture initiatives that drive inclusion, psychological safety, employee engagement, collaboration, and team empowerment. 

Qualifications:  

• Bachelor's degree in human resources, Organizational Development, Business, Psychology, or related fields.
• 7–10+ years of experience in talent development, organizational development, leadership development, or related HR functions.
• Proven ability to design and implement OD, leadership, or capability-building initiatives.
• Familiarity with skills-based talent practices and career architecture.
• Experience using Workday or similar HR systems for talent management.
• Strong analytical skills, including experience working with talent data and metrics.
• Excellent facilitation, influencing, consulting, and communication skills.
• Experience supporting change management and organizational effectiveness initiatives.

Compensation:

• $108,600–$150,000 commensurate with experience, plus bonus eligibility

Benefits:

We are proud to offer a robust benefits suite that includes:

• Competitive base salary plus incentive plans for eligible team members
• 401(K) retirement plan that includes a company match of up to 6% of your eligible salary
• Free basic life and AD&D, long-term disability and short-term disability insurance
• Medical, dental and vision plans to meet your unique healthcare needs
• Wellness incentives
• Generous time off program that includes personal, holiday and volunteer paid time off
• Flexible work schedules and hybrid/remote options for eligible positions
• Educational assistance

#TMG

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