"Alerted.org

The Sr. Consultant of Talent and Organizational Development is a highly strategic partner responsible for shaping the organization’s short and long-term talent and capability roadmap. This role leads enterprise-wide efforts to build a skill-based, strength-driven, and growth-centered culture rooted in servant leadership principles. This role will partner closely with business leaders, HR Business Partners, and cross-functional teams to design development strategies, leadership frameworks, and systems that empower employees, build future-ready capabilities, and support organizational growth.

Accountabilities:

Talent Capability Strategy & Skills-Based Organization

+ Lead efforts toward a skill-based organizational model, shaping the knowledge, skills, capabilities, and behaviors needed to meet current and future business goals.

+ Build and maintain a comprehensive skills framework, partnering with business units to identify critical capabilities and skill gaps.

+ Partner with HRBPs and Talent Acquisition to align talent practices (including recruiting, managing, identifying, developing, and retaining) with the skill-based framework.

Leadership Development & Servant Leadership Capability Framework

+ Design and support implementation of a leadership capability framework rooted in servant leadership principles—humility, empathy, coaching, empowerment, and psychological safety.

+ Create and deliver leadership development programs for multiple levels of leaders, promoting growth-centered and strength-based leadership behaviors.

+ Equip leaders with tools and learning experiences that enhance coaching, emotional intelligence, and inclusive practices.

+ Contribute to strengthening leadership pipelines and preparing high-potential talent for expanded responsibilities.

Learning, Development & Strengths-Based Culture

+ Champion a strength-based culture that helps employees identify and apply their natural talents in ways that improve performance, engagement, and team effectiveness.

+ Integrate strength-based tools and assessments into development planning, leadership programs, and organizational interventions.

+ Design and deliver learning experiences, workshops, and development pathways aligned to organizational capability needs.

+ Promote continuous learning principles and create resources that empower employees and leaders to own their growth.

HR Systems, Tools & Workday Optimization

+ Lead the optimization of Workday and other talent/learning systems to support skills tracking, capability growth, talent reviews, succession planning, and development planning.

+ Partner with HRIS and IT to ensure systems are configured to enable a consistent employee experience, transparent career pathways, and real-time workforce capability insights.

+ Establish dashboards, metrics, and reporting that inform strategic workforce planning and track progress on skill development, leadership readiness, and talent mobility.

+ Ensure systems support self-service and manager enablement, reducing friction and promoting an empowered, development-focused culture.

Talent Review, Succession Planning & High-Potential Development

+ In collaboration with HRBPs, support the design and execution of enterprise-wide talent review and succession planning processes by creating tools, templates, and frameworks for consistent application.

+ Analyze talent data to identify trends, strengths, risks, succession gaps, and opportunities for capability development.

+ Provide insights and recommendations to HRBPs and leaders to strengthen talent pipelines and prioritize development investments.

+ Partner with HRBPs—who own the business-facing process—to support the creation of actionable, strength-based development plans for high-potential employees and succession candidates.

Stakeholder Partnership & Servant Leadership Influence

+ Serve as a strategic advisor to executives, business leaders, and HR partners—translating business needs into actionable talent strategies.

+ Lead and elevate the Development Community of Practice, strengthening practitioner capability, driving consistency in delivery, and embedding the latest industry insights and innovations across the organization.

+ Role model of servant leadership behaviors: active listening, inclusivity, collaboration, empathy, transparency, and servant-led decision making.

+ Build trusted relationships that enable influence, alignment, and collective ownership of capability-building efforts.

+ Support culture initiatives that drive inclusion, psychological safety, employee engagement, collaboration, and team empowerment.

Qualifications:

+ Bachelor's degree in human resources, Organizational Development, Business, Psychology, or related fields.

+ 7–10+ years of experience in talent development, organizational development, leadership development, or related HR functions.

+ Proven ability to design and implement OD, leadership, or capability-building initiatives.

+ Familiarity with skills-based talent practices and career architecture.

+ Experience using Workday or similar HR systems for talent management.

+ Strong analytical skills, including experience working with talent data and metrics.

+ Excellent facilitation, influencing, consulting, and communication skills.

+ Experience supporting change management and organizational effectiveness initiatives.

Compensation:

+ $108,600–$150,000 commensurate with experience, plus bonus eligibility

Benefits:

We are proud to offer a robust benefits suite that includes:

+ Competitive base salary plus incentive plans for eligible team members

+ 401(K) retirement plan that includes a company match of up to 6% of your eligible salary

+ Free basic life and AD&D, long-term disability and short-term disability insurance

+ Medical, dental and vision plans to meet your unique healthcare needs

+ Wellness incentives

+ Generous time off program that includes personal, holiday and volunteer paid time off

+ Flexible work schedules and hybrid/remote options for eligible positions

+ Educational assistance

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