Organization Design Consultant

Organization Design Consultant (3-5 Years)

LOCATIONS BY PREFERENCE:
1. Most Preferred Cleveland, OH, 44114
2. Second Preferred Pittsburgh, PA, 15222 or Columbus, OH, 43213 or Birmingham, AL, 35233 or Downers Grove, IL, 60515

WORK ARRANGEMENT: 5 days onsite

Pay Rate: $30 to 40/hr. on W2 ONLY

LENGTH OF ASSIGNMENT: 5 Months Contract to Hire role

FUNCTION OF THE GROUP/INITIATIVES/PROJECTS: The purpose of this role is to support a program that we just kicked off called HR modernization. Ultimately what we're looking to do is try to make it easier for employees and managers to get information from HR so that HR is less administrative and can focus on more strategic type of work in support of the business. Requires that in the future HR looks different than it does today, so this individual will help us to define or research things such as what are possible HR organizational structures and roles and things that we can consider.

INDUSTRY BACKGROUND: Needs to be someone who has helped other HR function HR Background, or Consulting background.

ROLE/RESPONSIBILITIES:
This candidate will design and steward the future HR operating model and work design across HR Modernization. This role ensures that how work gets done (workflows, decision rights, handoffs, automation boundaries, and role interdependencies is intentionally designed alongside structure. The role acts as a design authority to ensure alignment across COEs, Service Delivery, HR Partners, and enablement platforms, and guides workforce and role transitions across modernization phases.

Key Responsibilities:

Operating Model & Work Design:
" Design the end to end HR operating model, including service delivery layers, work distribution, role shapes, and interfaces across COEs, Service Delivery, HR Partners, and Enablement.
" Translate strategy, experience priorities, and technology enablement into clear work design principles (what work is done where, by whom, and how).
" Define decision rights, accountabilities, escalation paths, and ownership models using practical frameworks (e.g., RACI/RAPID).

Organizational Design:
" Architect org structures, role taxonomy, spans and layers, and governance guardrails to support future state HR capabilities.
" Serve as the design authority to ensure consistency and integrity of org and work design decisions across workstreams.
" Document and maintain HR wide design standards and design guardrails.

Integration with Process, Experience & Technology:
" Partner with process, experience, and technology workstreams to ensure work design aligns with automation, AI enablement, and EX platform capabilities.
" Identify where work should be simplified, automated, augmented, or eliminated as part of modernization.
" Ensure org and work design decisions account for controls, risk, and operational resilience.

Workforce Transition & Change:
" Guide workforce transitions, including role evolution, redeployment, capability shifts, and change impacts.
" Support leaders in understanding implications of new ways of working not just new structures.
" Facilitate leadership and HRLT level design sessions, decision forums, and working sessions.

Capabilities:
" Deep expertise in organizational design and work design, including operating models, decision rights frameworks, and capability modeling.
" Ability to design work systems (roles + workflows + decision rights + technology) rather than standalone org charts.
" Strong financial, risk, and controls lens, especially when redistributing work or introducing automation/AI.
" Proven senior level facilitation and influence skills; able to lead ambiguous, high stakes design discussions with HRLT.
" Strong documentation skills; able to codify design standards, governance, and guardrails that scale.
" Ability to cohesively integrate operating model, process, experience, and technology changes into a single design narrative.

MUST HAVE SKILLS (3+ Years of Experience Required):
1. Organizational & Operating Model Design - Work Design, Decision Rights & Capability Modeling,
2. Work System Design (Roles, Workflows & Technology),
3. Financial, Risk & Controls Management,
4. Executive Facilitation & Strategic Influence,
5. Documentation, Governance & Design Standards,
6. Integrated Transformation Design (operating model, process, experience, and technology),
7. Copilot Research & Content Synthesis,
8. Executive Presentation Development (PowerPoint),
9. Client 365 Suite.

EDUCATION:
Organizational & Situational Awareness - Reads the room and adapts communication style based on the audience and context.
Communicates confidently and professionally with senior leaders.
Presentation skills
Uses analytical thinking and business judgment to solve problems, make informed decisions, and drive positive outcomes.

PRE-SCREENING QUESTIONS:
1. Tell me about the largest organizational redesign you have supported, including your role, key contributions, and the overall impact on the organization?

INTERVIEW PROCESS: 2 rounds
o 1st round with manager ~30-45 minutes, initial screening
o 2nd round with lead ~30-45 minutes

SHORTLIST STACK RANKING (ORDER OF PREFERENCE):
1. Skills
2. Location
3. Former Client Experience
4. Rate