HR Consultant

<h3>Accountabilities</h3><li>
<strong>Organizational assessment and discovery:</strong>Conduct structured interviews and working sessions with senior leaders and HR partners to document current organizational structures, responsibilities, decision rights, operational requirements, and design constraints.</li><li>
<strong>Organizational analysis:</strong>Evaluate spans and layers, workforce structures, role groupings, reporting relationships, and organizational effectiveness to identify inefficiencies, risks, opportunities, and areas for improvement.</li><li>
<strong>Future-state design:</strong>Translate business strategy and leadership objectives into organizational design principles, evaluation criteria, and practical future-state structure options.</li><li>
<strong>Organization modeling and visualization:</strong>Develop, update, and refine current-state and proposed future-state organization charts using Lucidchart or comparable tools, ensuring visual clarity, accuracy, and consistency.</li><li>
<strong>Executive consultation and facilitation:</strong>Facilitate structured discussions with executives, HR business partners, and functional leaders to clarify priorities, assess trade-offs, resolve design questions, and build alignment around recommended solutions.</li><li>
<strong>Data collection and validation:</strong>Gather, analyze, and validate organizational, workforce, role, and workload data to support evidence-based recommendations and ensure the reliability of design decisions.</li><li>
<strong>Strategic recommendations:</strong>Present objective, data-driven organizational design options, explaining their implications, dependencies, risks, and alignment with business priorities.</li><li>
<strong>Cross-functional collaboration:</strong>Partner with HR business partners, Compensation, Talent, Operations, SG&amp;A leaders, and Organizational Effectiveness teams to assess feasibility, resource implications, and implementation dependencies.</li><li>
<strong>Project planning and documentation:</strong>Maintain detailed workplans, issue logs, decision records, and version-controlled deliverables throughout the consulting engagement.</li><li>
<strong>Executive-ready communications:</strong>Prepare presentations, working-session materials, and leadership communications that make complex organizational choices easy to understand and evaluate.</li><li>
<strong>Implementation planning:</strong>Develop practical implementation roadmaps, document agreed decisions, identify outstanding actions, and support stakeholder alignment to facilitate the transition to future-state structures.</li><li>
<strong>Confidentiality and governance:</strong>Protect sensitive workforce information, follow privacy and document-control requirements, and ensure organizational design activities comply with relevant internal policies and applicable regulations.</li><li>
<strong>Risk management and issue resolution:</strong>Identify data gaps, unresolved decisions, and potential implementation risks early, escalating concerns and recommending practical solutions.</li><li>
<strong>Knowledge transfer and project closeout:</strong>Deliver accurate, well-documented final materials and transfer knowledge to internal stakeholders, ensuring clear ownership of outstanding actions before the six-month assignment concludes.</li><li>
<strong>Additional responsibilities:</strong>Support related projects and activities as needed, adapting deliverables to evolving organizational priorities and business requirements.</li><h2>Requirements</h2><li>
<strong>Education:</strong>Bachelor's degree in human resources, organizational development, industrial-organizational psychology, business, or a related field, or equivalent professional experience.</li><li>
<strong>Professional experience:</strong>At least seven years of progressive experience in human resources, HR business partnering, organizational effectiveness, organizational development, or organizational design.</li><li>
<strong>Organizational redesign expertise:</strong>Direct experience supporting at least three medium- or large-scale organizational redesign initiatives, including the development of future-state structures, organization charts, and implementation recommendations.</li><li>
<strong>Executive partnership:</strong>Demonstrated experience collaborating with senior executives, HR business partners, and cross-functional stakeholders to assess organizational needs and facilitate strategic decisions.</li><li>
<strong>Organizational design knowledge:</strong>Strong practical understanding of organizational structures, spans and layers, role clarity, governance, operating models, workforce planning, and restructuring principles.</li><li>
<strong>Analytical capabilities:</strong>Ability to collect and validate workforce data, perform structured organizational analysis, identify trends and inefficiencies, and translate findings into clear, evidence-based recommendations.</li><li>
<strong>Technical proficiency:</strong>Advanced capability in creating organization charts and iterative design models using Lucidchart or a comparable visualization tool. Strong Microsoft Excel skills for workforce data analysis are essential.</li><li>
<strong>Presentation and communication:</strong>Excellent written and verbal communication skills, including executive presentation design, visual storytelling, and the ability to communicate complex organizational concepts clearly.</li><li>
<strong>Consulting and facilitation:</strong>Strong consulting judgment, executive facilitation, stakeholder management, and influencing skills, with the ability to provide objective recommendations while incorporating stakeholder feedback.</li><li>
<strong>Project management:</strong>Ability to manage workplans, multiple deliverables, documentation, issue logs, and decision records while meeting deadlines and maintaining rigorous quality standards.</li><li>
<strong>Problem-solving and adaptability:</strong>Demonstrated ability to navigate ambiguity, evaluate competing priorities, resolve complex issues, and work independently in a fast-paced consulting environment.</li><li>
<strong>Confidentiality and integrity:</strong>Strong professional judgment, discretion, attention to detail, and commitment to protecting sensitive employee and organizational information.</li><li>
<strong>Preferred education:</strong>A master's degree in organizational development, industrial-organizational psychology, human resources, business, or a related discipline is an advantage.</li><li>
<strong>Preferred industry experience:</strong>Experience in healthcare, revenue cycle management, or large-scale service organizations is beneficial.</li><li>
<strong>Preferred technical experience:</strong>Familiarity with Microsoft Copilot, AI-enabled work tools, workforce analytics, and advanced organizational modeling tools is desirable.</li><li>
<strong>Preferred strategic experience:</strong>Background in enterprise transformation, operating model redesign, or workforce planning is an advantage.</li><li>
<strong>Certifications:</strong>No specific certification is required.</li><li>
<strong>Work arrangement:</strong>Must be able to work independently in a fully remote environment. Limited travel may be requested for key working sessions or corporate meetings with advance notice.</li><li>
<strong>Work authorization:</strong>Must reside in and be legally authorized to work in the United States.</li><h2>Benefits</h2><li>
<strong>Competitive hourly compensation:</strong>Pay range of<strong>$50–$120 per hour</strong>, depending on relevant experience, qualifications, skills, and other job-related factors.</li><li>
<strong>Remote work flexibility:</strong>Fully remote consulting assignment, with limited travel potentially required for key meetings or working sessions.</li><li>
<strong>Defined consulting engagement:</strong>A six-month assignment with clear deliverables, milestones, and opportunities to make a measurable organizational impact.</li><li>
<strong>Executive-level exposure:</strong>Direct collaboration with senior leaders, HR business partners, and cross-functional stakeholders on strategic organizational decisions.</li><li>
<strong>Professional development:</strong>Opportunities to deepen expertise in organizational design, workforce analytics, executive facilitation, and enterprise transformation.</li><li>
<strong>Meaningful project ownership:</strong>The opportunity to lead organizational assessments, develop future-state models, and deliver implementation-ready recommendations.</li><li>
<strong>Collaborative environment:</strong>Work alongside experienced professionals across HR, Compensation, Talent, Operations, and Organizational Effectiveness.</li><li>
<strong>Potential for broader experience:</strong>Exposure to complex organizational structures, workforce planning challenges, and large-scale transformation initiatives.</li>