Senior Organizational Effectiveness Consultant

The Senior Organizational Effectiveness Consultant serves as a strategic trusted advisor to executive and senior business leaders to enable higher quality, faster, and more confident decisions about workforce, leadership, and organizational design. This role will work with leaders to align people strategies with business goals to drive transformation, growth, and employee experience. As a human capital solutions advisor, the Senior Organizational Effectiveness Consultant will partner with leaders and People organization centers of excellence to solve complex organizational challenges through solutions focused on high-impact talent and organizational priorities. 

• Bachelor’s degree (Master’s preferred) and 7+ years of relevant experience in Human Resources, Organizational Effectiveness, or a related field. Prior success working in large, complex, matrixed organizations with shared services or Center of Excellence model is strongly preferred.
•  Demonstrated track record of comprehensive, macro and micro-level organizational design implementations, including developing large-scale change plans and delivering sustainable transformations.  
• Proven ability to coach, develop, and influence senior leaders (VP-level and above) to achieve strategic initiatives through effective business and leadership practices. Comfortable with negotiation, conflict resolution, and providing an opposing point of view to drive discussion and better outcomes.
• Exceptional business acumen, with a comprehensive, systemic understanding of business operations and strategy that enables proactive inquiry and development of people strategy solutions for client partners. High degree of political savvy and ability to navigate complex organizational dynamics.
• Strong analytical and synthesis skills, with demonstrated ability to conduct and interpret quantitative and qualitative analysis, extracting key themes from diverse data to form a coherent picture.  
• Excellent communication and presentation skills, with a collaborative, team-oriented approach, and effective group facilitation abilities, both in person and remote.
• Dynamic leader who models leadership competencies and can motivate others while fostering a sense of urgency when needed. Highest levels of integrity and ethics, building trust and accountability in all interactions.  
• Strong project management experience to drive initiatives from concept to completion. 

Licenses
• Senior Professional in Human Resources (SPHR)-HRCI certification or equivalent is preferred.

Base Pay Information

The national base pay range at the end is a good-faith estimate of what Delta Dental may pay for new hires. Actual pay may vary based on Delta Dental’s assessment of the candidate’s knowledge, skills, abilities (KSAs), related experience, education, certifications and ability to meet required minimum job qualifications. Other factors impacting pay include prevailing wages in the work location and internal equity. 
Pay Grade 21. $80,500 - $174,300

• Proactively engage as a strategic advisor to senior business leaders on critical people and organizational decisions – serving as a trusted partner to build people strategies to improve the quality of workforce, leadership, and organizational choices under conditions of ambiguity. Help leaders evaluate trade-offs and potential consequences of talent and organization design options, making risks and assumptions explicit, and focus efforts where their impact on business outcomes is greatest.
• Lead People org service delivery team for client groups, establish consultative relationships and brokering People Center of Excellence (CoE) services as needed. Collaborate with CoE partners (e.g. Talent Management, Learning & Development, Talent Acquisition, Total Rewards, People Relations) to design and implement solutions that address business needs.
• Apply comprehensive systems thinking and an enterprise-wide perspective to work across multiple business functions, aligning people strategies, programs, and practices with overarching business priorities while prioritizing interventions that drive the greatest organizational value.
• Partner with leaders on strategic workforce planning and scenario thinking to anticipate future workforce and capability needs driven by business strategy and transformational goals. Elevate workforce planning from basic forecasting to scenario-based decision support, exploring alternative future scenarios and their talent implications. Surface and frame human capital risks (e.g. capability gaps, leadership depth, capacity constraints) alongside financial and operational risks, enabling disciplined decisions about where to invest or refocus talent and when to sequence critical talent moves to meet long-term business goals.
• Advise on organizational effectiveness and design – guiding leaders on organizational structure, role clarity, decision authority, and team effectiveness to ensure alignment with strategic objectives. Diagnose systemic organizational issues using business context, qualitative insight, and data to identify root causes rather than symptoms, and recommend design improvements that enable strategy execution and growth.
• Provide leadership development and coaching for client leaders to build capability and drive transformation. Focus on strengthening leaders’ ability to lead through uncertainty and change, helping them translate strategy into clear direction, operating rhythms, and expectations for their teams.
• Leverage data-driven insights to inform talent and organizational decisions. Analyze workforce data and organizational diagnostics to identify trends and opportunities. Synthesize key data and insights into clear, executive-ready narratives that connect people metrics to business outcomes, trade-offs, and risks, enabling evidence-based decision-making.
• Drive change management initiatives and culture transformation. Model and promote a change-ready mindset across the organization. Serve as an organizational change consultant and subject matter expert to leaders, applying proven change management approaches to facilitate effective stakeholder engagement and smooth implementation of organizational initiatives.
• Implement and support enterprise talent management programs for client groups in the areas of performance management, employee engagement, organizational culture, talent review, succession planning, and compensation. Ensure these programs are executed effectively and aligned with business needs and workforce strategies.
• Champion best practices and continuous improvement. Develop and share best practices in organizational effectiveness. Provide expert analysis, gap assessments, team facilitation, and tailored solutions to improve organizational outcomes and team performance.