Sr. Organizational Development & Change Consultant 1

University of Miami•Coral Gables, FL

10d•Onsite

About The Position

The Senior Organizational Development & Change Consultant partners with Senior HR Business Partners (HRBPs), healthcare, and higher education leaders to deliver organizational development and change strategies that strengthen organizational performance, culture, and workforce engagement. This role may be deployed either centrally or in the field depending on organizational needs: central roles will focus on the design and facilitation of large, enterprise-wide OD&C initiatives, while field roles will primarily support implementation and local engagement efforts. The Consultant I also provides coaching to frontline leaders and supervisors to enhance leadership capability, team effectiveness, and change agility at the unit level.

Requirements

Bachelor’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, or related field required. Master’s degree preferred.
Minimum 5 years of relevant experience required
Organizational Development: Ability to assess, design, and facilitate OD and change interventions that enhance organizational and team performance.
Analytical Thinking: Skilled in using data and analytics to diagnose issues and inform recommendations.
Facilitation & Coaching: Strong group facilitation and individual coaching skills to support leadership development.
Change Leadership and Management: Working knowledge of structured methodologies to support successful adoption of change.
Collaboration: Ability to build relationships and partner effectively across diverse stakeholders.
Communication: Excellent verbal, written, and presentation skills.
Adaptability: Flexible and responsive to shifting organizational priorities and needs.
Deep knowledge of Organizational Development theories and models, including systems thinking, g

Responsibilities

Partners with Senior HRBPs to provide OD/change management tools, facilitation, and interventions at the unit or department level.
Conducts organizational assessments, analyzes qualitative and quantitative data, and recommends targeted interventions to improve team effectiveness and performance.
Applies data analytics to identify trends in engagement, culture, and performance; develops clear reports and visualizations to guide decision‐making.
Designs, adapts, and facilitates OD interventions, workshops, and team development sessions tailored to unit‐specific needs (e.g., team effectiveness, leadership alignment, communication).
Provides coaching to frontline leaders and supervisors, focusing on leadership development, engagement strategies, and leading through change.
Develops and implements change management plans to support unit‐level projects and small‐scale process improvement initiatives.
Collaborates with HR and business leaders to assess readiness for change and track adoption of metrics and success indicators.
Is the main stakeholder to the development and continuous improvement of central OD/change frameworks, toolkits, and communication resources.
Partners with peers in Talent & Organizational Development to align interventions with enterprise leadership development, engagement, and cultural priorities.
Supports the design and facilitation of enterprise OD programs and initiatives assigned.
Establishes and continuously assesses the effectiveness of internal controls within the unit and compliance with University policies and procedures. Ensures employees are trained on controls and University policies.
Supports the Talent & Organizational Development team in executing university-wide initiatives related to engagement, leadership, and cultural transformation.
Partners with HR colleagues to ensure OD and change strategies are aligned with enterprise goals and HR strategic priorities.
Provides consultative support for special projects and pilot programs related to workforce development.
Assists in developing OD resources, templates, and communication materials to enhance program delivery and visibility.