12+ years of experience in organization development (OD), human resources (HR), or talent management; 3 years in a senior role.
Proven track record leading large, cross-functional projects with strong management of timelines and stakeholders.
Expertise in job leveling frameworks with awareness of related impacts on the organization.
Deep understanding of organizational design, change management, talent management, or learning and development (L&D) programs.
Track record of influencing senior leaders and implementing strategic people interventions.
Strong analytical skills to design measurement frameworks and interpret data effectively.
Responsibilities
Lead cross-functional collaboration to implement a global job leveling framework based on Radford structures.
Establish a comprehensive workforce planning framework aligned with business objectives.
Collaborate with business leaders to define organizational design principles in a global matrix setup.
Clarify roles, accountabilities, and team structures as the company scales operations.
Develop and operationalize talent management frameworks that support growth and strategic goals.
Benefits
Opportunity to shape foundational talent strategies for a rapidly growing global business.
Direct collaboration with senior leadership and cross-functional teams.
Exposure to cutting-edge AI and data services business environments.
Potential for professional development in organizational design and talent management best practices.
Full Job Description
About Job
The Senior Organizational Development Consultant will lead a large cross-functional project to put foundational talent management frameworks in place for a global high-growth AI and Data Services business. Reporting to the CHRO, this role partners with senior leadership to architect the structures and frameworks that will underpin future talent management and organizational development strategies that will enable the company to scale with speed and precision.
KEY RESPONSIBILITIES
Organizational Design & Development
Partner with global cross-functional HR and Business leaders to implement and operationalize a global leveling framework using the Radford job leveling structure.
Establish a global workforce planning framework to help define talent placement strategies to support business objectives including focus areas such as employee type, regional placement, management structures, and operational governance.
Partner with business and HR leaders to evaluate and establish organizational design principles related to spans & layers, team design & makeup, and reporting structure in a global, matrixed organization to clarify roles and accountabilities as the company scales.
QUALIFICATIONS
Required
12+ years of progressive OD, HR, or talent experience, with at least 3 years in a senior
Experience leading large cross-functional projects including planning, & timelines, stakeholder management, establishing success measures, and status updates.
Experience implementing job leveling frameworks with a comprehensive understanding of upstream and downstream implications.
Demonstrated expertise in two or more of: organizational design, change management, talent management, or L&D program development.
Experience leading global, cross functional projects
Proven ability to influence senior stakeholders and translate business strategy into people and organizational interventions.
Strong data fluency - comfortable designing measurement frameworks, interpreting analytics, and making evidence-based recommendations.
Preferred
Bachelor's or Master's degree in Organizational Psychology, Business, HR, or a related field.
Certification in change management (Prosci, ACMP) or coaching (ICF).
Experience leading OD in a scaling or post-Series C/D venture-backed or publicly traded tech company.
Familiarity with AI/ML workflows, data annotation, or data services business models.
