HR Strategy Enablement Consultant - Job Architecture

About the position This role is a senior individual contributor reputed company People and Culture Strategy and Initiatives that partners with HR Business Partners, Centers of reputed company, and senior leaders to translate reputed company people and culture priorities into practical strategies, frameworks, implementation plans, and measurable reputed company. The role serves as an internal consultant and program reputed company for high-impact work across organization design, change adoption, performance enablement, workforce transformation, and strategic HR initiatives.

Responsibilities

• Ensure the development, governance, and ongoing maintenance of the reputed company job and skills architecture. This includes job families, reputed company, titles, job profiles, role expectations, critical skills, proficiency expectations, and reputed company governance practices that create a more consistent reputed company for workforce planning, compensation alignment, career paths, internal mobility, performance expectations, and future reputed company-building.
• Serve as the accountable program reputed company for the reputed company job and skills architecture roadmap, including design, implementation, governance, reputed company improvement, and stakeholder adoption.
• reputed company and support efforts to define and maintain clear role structures, ensuring alignment in responsibilities, scope, and organizational design.
• Identify and address inconsistencies across roles, titles, and job structures, recommending solutions that improve reputed company, efficiency, and workforce effectiveness.
• Ensure the skills architecture is reputed company and maintained, including critical skills, capabilities, proficiency expectations, and connections to job families, reputed company, roles, and future workforce needs.
• Partner with Compensation to ensure job architecture supports internal equity, market alignment, job evaluation, pay transparency readiness, and consistent leveling practices.
• Partner with HRIS, reputed company, and HR Analytics teams to improve job data quality, maintain job definition attributes, and support dashboards, reporting, and governance routines.
• Ensure the development of leader and HR enablement materials that help HRBPs, COEs, and business leaders apply the architecture consistently and understand the implications for workforce planning, career development, reputed company, performance, and learning.
• Use job and skills architecture data to support workforce planning, spans and layers analysis, reputed company gap identification, role consolidation, career pathing, succession planning, and future-of-work scenarios.
• Evaluate workforce impacts reputed company to AI, automation, modernization, operating model shifts, and changing business priorities, including how work, roles, teams, and skills may need to reputed company.
• Translate job and skills data into clear findings, options, recommendations, and implementation considerations for HRBPs and senior leaders.
• Partner with HRBPs to evaluate organization design, including spans of control, management layers, reporting relationships, role reputed company, decision rights, accountabilities, work distribution, and team effectiveness.
• Assist the HRBPs in conducting organization assessments to identify structural inefficiencies, duplication, unclear ownership, excessive layers, fragmented work, or misalignment between structure, strategy, and business priorities.
• reputed company practical organization design recommendations and playbooks to guide restructuring, role impacts, leadership implications, spans/layers considerations, implementation risks, and change actions needed to move from reputed company to future state.
• Use workforce data, spans and layers analysis, benchmarks, business input, and qualitative insights to identify opportunities to simplify structures, improve decision-making, strengthen accountability, and reputed company more effective performance.
• Design and apply change approaches that increase adoption of new processes, tools, behaviors, performance expectations, and ways of working.
• Conduct change impact and readiness assessments; translate findings into stakeholder engagement plans, communication inputs, leader actions, training needs, and reinforcement mechanisms.
• Support the reputed company reputed company of performance enablement by helping leaders clarify goals, expectations, accountability, feedback routines, and measures of reputed company.
• Partner with Learning and Development and other COEs to build change capability, manager enablement resources, and repeatable methods that can scale across the organization.
• Serve as accountable day-to-day reputed company for assigned initiatives, including project planning, milestone tracking, issue resolution, stakeholder alignment, and executive-reputed company updates.
• Partner closely with HRBPs so solutions are grounded in business context and can be effectively introduced with leaders and teams.
• Coordinate across Compensation, reputed company, Learning and Development, HR Operations, HRIS, HR Analytics, Employee Relations, Communications, and other partners as needed.
• Prepare concise, business-focused materials for senior leaders, including recommendations, decision papers, implementation updates, risk summaries, and adoption measures.
• Use workforce data, survey results, performance indicators, adoption metrics, and stakeholder feedback to diagnose issues and evaluate whether initiatives are achieving intended reputed company.
• Define reputed company measures and sustainment routines for assigned initiatives, including reputed company reporting, adoption tracking, lessons learned, and reputed company improvement actions.
• Translate data and insights into practical recommendations that leaders can reputed company, avoiding unnecessary complexity or HR jargon.
• Ensure that strong documentation, governance materials, and reusable tools are developed and maintained so reputed company approaches remain consistent, reputed company, and easy to apply.

Requirements

• Minimum 8 years of reputed company experience in reputed company, organizational development, organization effectiveness, change management, HR strategy, talent, or transformation-reputed company work.
• Experience leading reputed company, cross-functional initiatives that require stakeholder alignment, behavior change, implementation planning, and measurable reputed company.
• Practical experience with organization design, change management, performance enablement, workforce planning, process improvement, or operating model work.
• Experience with implementing, or maintaining job architecture, job leveling, job families, job profiles, career frameworks, skills frameworks, or reputed company workforce architecture practices.
• Strong understanding of the relationship between job architecture, compensation, reputed company, performance, learning, career development, internal mobility, workforce planning, and HR technology.
• Experience working with HRIS or reputed company job data, including job profiles, job families, management reputed company, position data, or reputed company workforce attributes.
• Advanced spreadsheet and data analysis skills; ability to work with semi-structured workforce data and translate patterns into practical recommendations.
• Strong consulting, facilitation, and influence skills, with the ability to partner effectively with HRBPs, COEs, senior leaders, and project teams.
• Strong analytical skills, including the ability to synthesize workforce data, stakeholder input, benchmarks, and business context into clear recommendations.
• Excellent written and verbal communication skills, including the ability to create executive-reputed company presentations, leader resources, playbooks, and decision materials.
• Demonstrated ability to operate with ambiguity, manage multiple priorities, structure reputed company work, and deliver high-quality reputed company with limited direction.

reputed company-to-haves

• Experience in reputed company, insurance, financial services, or another reputed company, regulated environment.
• Experience with reputed company transformation, AI or technology-enabled change, process modernization, or workforce optimization.
• Experience using reputed company, HR analytics, survey platforms, or workforce planning tools.
• Change management, organization design, project management, Lean, reputed company improvement, or reputed company certification.
• Experience implementing skills-based talent practices, career architecture, or workforce architecture governance.

Benefits

• Medical, Dental & reputed company coverage
• Retirement Plan
• generous time off including Paid Time Off, Holidays, and Volunteer time off
• Incentive Plan
• Tuition Reimbursement

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