Serve as a trusted advisor to HR Leaders, business leaders, and program managers on organization effectiveness, team dynamics, and change leadership.

Lead qualitative organization diagnostics (e.g., stakeholder interviews, focus groups, facilitated assessments, leadership and team working sessions) to identify root causes, themes, and practical improvement opportunities.

Design and facilitate sessions with leaders and teams (e.g., strategy alignment, team launches/resets, role and responsibility clarification, collaboration and conflict working sessions) that build trust, clarity, and effective ways of working.

Support organization design efforts by helping leaders clarify objectives, roles, spans and layers, decision rights, and governance; facilitate discussions to move from current state to desired future state.

Develop and execute change management approaches that emphasize leader engagement and ownership, including stakeholder planning, change narratives, communications, and leader toolkits.

Partner with HR and business leaders to prioritize OE efforts, sequence work, and ensure alignment with sector and division strategies.

Use available data (e.g., engagement results, org feedback, existing performance indicators) to supplement interview and focus-group insights and to strengthen recommendations without overcomplicating them.

Create clear, compelling presentations and written materials that synthesize diagnostic themes, recommended actions, and change plans for technical and non-technical audiences.

Maintain current knowledge of organization design, team effectiveness, and change management practices, and adapt these frameworks to the AS context and engineering/program environments.

Bachelor’s degree and 8 years of relevant experience (6 years with Master’s degree) in organization development, organizational effectiveness, HR, or a closely related field in a large, complex professional environment.

Demonstrated experience in consulting with leaders on organization and team effectiveness topics, including building strong, trust-based relationships.

Proven experience conducting qualitative diagnostics (e.g., interviews, focus groups, facilitated assessments) and translating themes into clear, actionable recommendations.

Strong facilitation skills with demonstrated ability to design and lead engaging sessions for leaders and teams that result in decisions, commitments, and behavior changes.

Strong change management capabilities, including helping leaders craft and communicate a change narrative and guide their teams through transitions.

Superior interpersonal and communication skills, with the ability to influence and manage multiple priorities and clients across levels and functions.

Strong organization and project management skills with demonstrated ability to manage complex, multi-stakeholder initiatives.

Demonstrated experience creating professional and impactful PowerPoint presentations, communications, and resources for a variety of stakeholders.

Ability to obtain and maintain a U.S Government Secret clearance and Special Program Access within a reasonable amount of time, as determined by the company to meet its business need.

Bachelor’s or Master’s degree in Organization Development, Human Resources, Industrial/Organizational Psychology, Learning & Development, or related discipline.

Broad-based experience as an Organization Development/Organizational Effectiveness professional, including:

• Leading interview- and focus group–based diagnostics.

• Facilitating leadership and team effectiveness sessions and offsites.

• Supporting organization design and change initiatives in engineering or program settings.

Professional certifications relevant to OD/HR/change management (e.g., organization development, Prosci or similar change management certification, coaching, human capital performance consulting).

Experience working directly with technical or engineering organizations and program teams.

Current/active U.S Government Secret clearance.