Organizational Development Consultant

thrivent; Minneapolis (MN); Remote; USD 110,000 - 165,000; Full time

Job summary

Thrivent seeks a senior-level Organization Development Consultant who partners with leaders, HR Business Partners, and stakeholders to diagnose organizational needs and design practical solutions that improve effectiveness and business performance. The consultant applies OD expertise across organizational design, operating model, team and leadership effectiveness, change and workforce planning.

This role may lead engagements or equip others to execute and sustain solutions, with potential remote

Qualifications

• Senior-level individual contributor partnering with leaders and HRBP to diagnose needs and design solutions.
• Experience across organization design, operating model, leadership effectiveness, change and workforce planning.
• Ability to identify root causes, patterns, and enterprise implications.

Responsibilities

• Lead complex organization effectiveness engagements from intake to sustainment.
• Apply assessment and diagnostic practices to distinguish symptoms from root causes.
• Lead across organization strategy, design, and ways of working to improve alignment and execution.
• Design and facilitate leadership and team interventions to strengthen collaboration and accountability.
• Integrate change practices into interventions to drive adoption and sustainment.
• Support workforce planning and future-readiness by linking strategy to capabilities.

Skills

Org design

Change management

Leadership development

Stakeholder facilitation

Job description

The Organization Development Consultant is a senior-level individual contributor who partners with leaders, HR Business Partners, and enterprise stakeholders to diagnose organizational needs and design practical solutions that improve organizational effectiveness and business performance.

The role applies Organization Development expertise across organization design, operating model effectiveness, team and leadership effectiveness, change and transformation, workforce planning, and related organizational interventions.

The consultant looks beyond the presenting request to identify root causes, patterns, dependencies, and enterprise implications, then recommends an approach grounded in business need, readiness, risk, and expected value.

Operating with a broad perspective and leadership without direct authority, the consultant connects people, ideas, decisions, and related bodies of work, helping leaders and partners understand how the pieces fit together and address important dependencies, gaps, and organizational implications.

Depending on scope and complexity, the consultant may lead an engagement directly, coordinate work across multiple contributors and workstreams, or equip leaders and HR partners with the tools and guidance needed to execute and sustain the solution.

This role can be remote within the United States.

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, faciliti

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.

Engagement and Portfolio Discipline

Manage multiple concurrent engagements with discipline around scope, priorit