HR Consultant

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for an HR Consultant based in the United States. Take on a high-impact consulting assignment focused on organizational design, workforce effectiveness, and strategic transformation within a large, complex organization. In this fully remote, six-month engagement, you will work closely with senior executives, HR business partners, and cross-functional leaders to assess existing organizational structures and develop practical future-state models. You will analyze reporting relationships, spans and layers, role responsibilities, and decision-making processes to identify opportunities for greater efficiency and alignment with business objectives. Through structured discovery, data-driven analysis, and executive facilitation, you will turn complex information into clear recommendations and actionable organizational design options. You will also create professional organization charts, support implementation planning, and ensure stakeholders are aligned on key decisions. This opportunity is ideal for an experienced HR or organizational effectiveness professional who thrives in an independent consulting environment and enjoys delivering tangible results within defined timelines.

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