Organizational Development Consultant

Job Description

Lead complex organization effectiveness engagements from intake through sustainment, bringing an enterprise and systems perspective to business priorities. 

Assessment, Diagnosis, and Contracting 

• 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. 

Integrated Initiative Leadership 

• 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. 

Organization Strategy, Design, and Ways of Working 

• 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. 

Leadership and Team Effectiveness 

• 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. 

Change, Readiness, and Sustainment 

• 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. 

Workforce Strategy and Planning 

• 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. 

Consulting, Partnership, and Capability Building 

• 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. 

Engagement and Portfolio Discipline 

• 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. 

Measurement, Learning, and Practice Development 

• 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. 

Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color,sex, gender identity, sexual orientation, pregnancy,national origin, age, disability, marital status, citizenship status, military or veteran status,genetic information, or anyotherstatusprotected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation,please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.