Penn State Job Catalog

The Organization Development (OD) Consultant partners with HR professionals, supervisors, and leaders across the University to strengthen organizational effectiveness (OE) and talent development capabilities; is instrumental in building and advancing the University's organizational development function, including executive coaching, leadership programs, and strategic OE initiatives; serves as a strategic consultant and trusted adviser, responsible for assessing organizational needs, designing customized solutions, and facilitating initiatives that enhance leadership capability, employee engagement, organizational design, and performance culture across colleges, campuses, and administrative units; utilizes industry-recognized organizational development methodologies, assessment tools, and learning resources to ensure solutions align with institutional strategy, operational goals, and University values.

• Serve as a subject matter expert in organizational development, change management, leadership development, and organizational design
• Represent the Talent Management team as a strategic partner and advocate for practices that drive organizational excellence and employee engagement
• Establish guiding principles, frameworks, and service models for the University's OD function
• Monitor emerging trends and best practices in OE, leadership development, and talent strategy to inform institutional initiatives
• Align OD solutions with University strategy and business objectives at the unit, college, campus, and institutional levels
• Conduct comprehensive needs assessments to identify organizational challenges related to structure, culture, leadership capability, workforce planning, change readiness, conflict management, and process improvement
• Gather and analyze qualitative and quantitative data (e.g., interviews, focus groups, surveys, and workforce analytics) to assess organizational health and effectiveness
• Partner with Human Resources Strategic Partners (HRSPs) and leadership teams to diagnose complex organizational issues and recommend pragmatic, sustainable solutions
• Facilitate stakeholders through the full lifecycle of an OE engagement: discovery, design, development, implementation, and evaluation
• Design and develop customized organizational development and leadership initiatives, including executive and leadership coaching programs, 360-degree feedback processes, succession planning and talent reviews, organizational design and restructuring initiatives, change management frameworks, team effectiveness, and conflict management interventions
• Establish standardized processes and protocols for conducting needs assessments and delivering programs
• Leverage internal and external learning platforms and assessment tools to build comprehensive solutions
• Collaborate with internal subject matter experts and external learning partners to design and deliver high-impact workshops and interventions
• Develop measurable objectives and evaluation strategies to assess program effectiveness and ROI
• Lead cross-functional projects that promote engagement, strengthen organizational capability, and cultivate a performance-driven culture
• Track and report on project pipelines, engagement metrics, and outcomes using dashboards and reporting tools

Level:

– Senior Professional

Base Description:

– Completes activities, tasks, and/or projects of a functional nature.

Level Summary:

– Demonstrates advanced knowledge of principles, practices, and procedures of a particular field. Works independently on moderately complex work assignments under limited oversight, reviews progress, and evaluates results. Monitors work and projects ensuring timeliness, quality, and efficiency. Identifies and mobilizes resources to achieve outcomes. Trains others and reviews progress with management. Presents ideas, concepts, and instructions in a clear and persuasive manner. Develops new techniques, concepts, and approaches and applies them to moderately complex and strategic and/or operational issues.

Supervisory Responsibilities:

– Indirect supervisor for other full–time employees
– May serve as direct supervisor for part–time, student, and/or temporary workers, volunteers, or a full–time employee

Fiscal Responsibilities:

– May validate and pay invoices
– Monitors and tracks budgets and funding

Problem Solving:

– Encounters moderately complex problems
– Applies specialized knowledge and skills to resolve problems
– Understands benefits, limitations, and impact of potential solutions

Independence of Action:

– Works independently on moderately complex work assignments, reviews progress, and evaluates results
– May set priorities and organize work within general guidelines established by supervisor
– May review the work of others to verify accuracy and conformance to required procedures and special instructions

Communication and Collaboration:

– Communicates internally within working unit and the University
– Communicates with external audiences for scheduling/coordination
– May communicate with external audiences for business purposes
– Coaches others in using appropriate strategies for resolving conflict; negotiating reasonable compromises; and proposing and evaluating possible solutions
– Give candid and constructive feedback to others to influence and persuade managers and employees to accept and implement findings and recommendations

• Comp Grade – 12
• Minimum – $76,700.00
• MidPoint – $95,900.00
• Maximum – $115,100.00

• Change Management
• Consulting
• Cultural competency
• Data Analysis
• Facilitation
• Influence & Persuasion
• Needs Assessment
• Organizational Development
• Presentation Skills
• Program evaluation
• Solution implementation
• Training evaluation
• Trend analysis