[Remote] Organizational Development Consultant

Note: The job is a remote job and is open to candidates in USA. Thrivent is hiring a senior-level Organization Development Consultant to partner with leaders, HR Business Partners, and enterprise stakeholders. The role diagnoses organizational needs and leads organization design, change, workforce planning, and leadership and team effectiveness work to improve organizational effectiveness and business performance.

Responsibilities

• Lead complex organization effectiveness engagements from intake through sustainment, bringing an enterprise and systems perspective to business priorities
• Conduct intake and contracting discussions to clarify the business need, desired outcomes, scope, stakeholders, decision makers, timing, risks, dependencies, constraints, and measures of success
• Apply organizational assessment and diagnostic practices to distinguish symptoms from root causes, recognize patterns across the system, test assumptions, and identify the appropriate intervention rather than defaulting to a requested solution
• Bring a whole-system perspective to complex initiatives, recognizing connections across related projects, workstreams, stakeholders, decisions, dependencies, organizational impacts, and competing demands
• Connect people, ideas, data, and bodies of work that may sit outside the consultant's direct scope; surface gaps, overlaps, downstream implications, and risks that others may not see; and help establish shared direction and coordinated action
• Use influence, facilitation, and sound judgment to create clarity, strengthen alignment and accountability, facilitate decisions, and help move complex work forward without relying on positional authority
• Lead organization design and operating model engagements that may include current-state assessment, design criteria, structure, work design, roles, accountabilities, governance, decision rights, interfaces, talent implications, and implementation planning
• Translate business strategy into practical organizational capabilities and ways of working that improve alignment, agility, coordination, decision quality, and execution
• Design and facilitate interventions that strengthen leadership alignment, team clarity, relationships, collaboration, accountability, decision making, and performance
• Guide leadership teams and cross-functional groups through complex, ambiguous, or sensitive discussions, organizational decisions, problem solving, and alignment
• Integrate change practices into broader organizational interventions to strengthen stakeholder engagement, readiness, adoption, reinforcement, and sustainability
• Assess cumulative impacts, interdependencies, workforce implications, and organizational capacity; transition completed work to the appropriate business or HR owner with clear sustainment accountabilities
• Support workforce planning and future-readiness work by connecting business strategy to capability, skill, role, capacity, and talent implications
• Use data, scenarios, and organizational insight to help leaders consider how changing business needs, technology, automation, and artificial intelligence may affect work and the workforce
• Serve as a trusted consultant to leaders and HR partners, providing strategic insight, constructive challenge, facilitation, and practical recommendations
• Partner across HR and the enterprise to determine the appropriate delivery model, clarify roles and engagement expectations, and integrate related expertise into executable solutions
• Build capability in leaders and HR partners through frameworks, tools, coaching, and consultation, enabling others to address organizational effectiveness needs independently when appropriate
• Manage multiple concurrent engagements with discipline around scope, priorities, milestones, stakeholders, decisions, deliverables, risks, outcomes, and closeout
• Maintain visibility to engagement health, dependencies, risks, and leadership attention needs; proactively surface implications across the broader OE portfolio and provide insight that supports prioritization and sequencing decisions
• Establish success measures at the beginning of an engagement across relevant business, organizational effectiveness, employee experience, and behavior outcomes; treat readiness as a leading indicator when appropriate
• Evaluate impact and value, monitor sustainability, use evidence and feedback to adjust solutions, and contribute to the continuous improvement of Organization Effectiveness methods, tools, standards, and ways of working
• Stay current on Organization Development and Organization Effectiveness research and emerging practices, translating them into accessible, pragmatic business solutions
• Models Thrivent’s leadership competencies - Model the Way, Rally the Team, and Deliver Outcomes
• Supports an environment focused on continuous improvement, employee engagement, partnership, and an unwavering commitment to clients. Models Thrivent’s purpose, promise, and values and helps protect the organization’s trust and reputation

Benefits

• This role can be remote within the United States.
• Various bonuses (including, for example, annual or long-term incentives) may be offered.
• Medical, dental, and vision insurance may be offered.
• Health savings account may be offered.
• Flexible spending account may be offered.
• 401k may be offered.
• Pension may be offered.
• Life and accidental death and dismemberment insurance may be offered.
• Disability insurance may be offered.
• Supplemental protection insurance may be offered.
• 20 days of Paid Time Off each year may be offered.
• Sick and Safe Time may be offered.
• 10 paid company holidays may be offered.
• Volunteer Time Off may be offered.
• Paid parental leave may be offered.
• EAP may be offered.
• Well-being benefits may be offered.

Company Overview

Company H1B Sponsorship