Talent & Organizational Development Sr. Consultant - Hybrid or On-site

Talent & Organizational Development Sr. Consultant - Hybrid or On-site Opportunity

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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. The role partners 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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,…