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.
