Senior Organizational Development Consultant

Job Summary

The Senior Organizational Development Consultant is a key member of the enterprise Organizational Development team and serves as the enterprise system owner and enabler of organizational effectiveness, engagement, and talent management capabilities.

This role holds primary enterprise accountability for designing, governing, and iteratively evolving OD systems—including organizational design, change enablement, engagement and organizational listening, talent reviews, and succession planning—through experimentation, continuous feedback, and learning cycles. The role partners closely with HR Business Partners and leaders to enable adoption, accelerate organizational learning, and sustain impact across the enterprise.

This role translates organizational and people insights into adaptive, scalable solutions that improve decision quality, leadership effectiveness, and organizational health.

The Senior Organizational Development Consultant is an exempt position and reports to the Director of People.

About UFCU

Our Credit Union was founded in 1936 and has grown to serve members throughout Texas and beyond. At UFCU, we are more than just a financial institution, and our people are more than just employees. We are dedicated to our purpose of empowering our Members to achieve financial success and build brighter futures.

In pursuit of our aspiration that UFCU is loved by millions of Members and built to thrive for generations, we are guided by our values:

• Purposefully Member-Obsessed: We are driven by a profound sense of empathy to deeply understand our Members’ needs and preferences, what brighter futures means to them, and the obstacles in their way. We act in our Members’ best interests, forever seeking to empower their financial success.
• Possibilities Reimagined: We are inspired to courageously experiment, learn, and iterate in pursuit of positive impact for our Members, UFCU, and coworkers. We challenge assumptions, embrace diverse perspectives, and make use of data and insights.
• Performance Excellence Rooted in Unwavering Integrity: We do the right thing, always. We champion teamwork, accountability, continuous improvement, and celebrate successful outcomes of others, fostering an inclusive environment of excellence and collaboration.

Essential Functions

Enterprise Organizational Development & Effectiveness

• Own and iteratively evolve enterprise organizational development principles, tools, and frameworks related to organizational design, operating models, decision effectiveness, and organizational health
• Lead enterprise‑level organizational diagnostics using rapid sensing, system‑level analysis, and short learning cycles to identify barriers and opportunities
• Steward lightweight organization design principles and decision guardrails that support clarity, agility, scalability, and adaptability over time
• Serve as a system‑level consultant on the organization’s most complex, enterprise‑impacting organizational challenges, enabling leaders and HRBPs rather than acting as the sole executor

Change Management / Change Enablement

• Own enterprise change principles, guardrails, and shared practices that enable speed while maintaining alignment
• Partner on large‑scale, enterprise‑level change efforts using an iterative, test‑and‑learn approach rather than one‑time rollouts
• Design adaptive change strategies that leverage continuous feedback, rapid sensing, and incremental adoption
• Enable and coach senior leaders to lead change through clarity of intent, fast feedback loops, and sustained ownership

Enterprise Engagement & Organizational Listening

• Own the enterprise engagement and organizational listening system, emphasizing rapid sensing and actionable insights
• Establish enterprise principles and shared practices for interpreting and acting on engagement and culture data while enabling local flexibility
• Lead enterprise‑level analysis using continuous feedback loops to surface trends, risks, and priorities
• Enable leaders and HRBPs with lightweight toolkits and playbooks that support ongoing action, learning, and accountability rather than one‑time plans

Enterprise Talent Management: Talent Reviews & Succession Planning

• Serve as enterprise owner of adaptive talent review and succession systems that evolve as organizational needs change
• Define shared enterprise principles and decision criteria for assessing performance, potential, and readiness
• Design talent review practices that support frequent reflection, calibration, and learning, not just annual cycles
• Own succession planning as a dynamic capability, using risk indicators and readiness signals rather than static plans
• Translate talent insights into hypotheses and system‑level experiments that inform leadership development, workforce planning, and internal mobility

Leadership, Team Effectiveness & Capability Building

• Design and enable leadership and team effectiveness approaches that improve decision flow, role clarity, and collaboration
• Selectively facilitate high‑impact interventions while primarily building leader and HRBP capability to sustain the work
• Partner with leadership development teams to ensure OD insights inform adaptive capability‑building priorities

Enterprise Partnership & Governance Model

• Act as the enterprise owner and steward of OD, engagement, and talent systems while enabling decentralized execution
• Partner with HR Business Partners as primary integrators and leaders of adoption within the business
• Maintain authority over enterprise intent, guardrails, and insights while allowing flexibility in how outcomes are achieved

Other

• Complete required regulatory training as assigned
• Maintain strict adherence and compliance to all laws, rules, regulations and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations
• Adheres to Organizational Development code of ethics and values

Knowledge/Skills/Abilities

• Strong strategic thinking and problem-solving skills
• Excellent communication and interpersonal skills
• Proven ability to lead and manage change initiatives
• Experience with leadership development and performance management
• Proficiency in data analysis and using metrics to drive decisions
• Ability to work collaboratively with diverse teams and stakeholders
• Familiarity with agile, design thinking, or digital transformation is a plus
• Understanding of organizational culture as a lever for transformation, engagement, and performance
• Ability to assess, shape, and evolve culture in alignment with strategic goals

Competencies

• Transformation Mindset: Ability to think strategically about the future state and support the organization through complex change
• Leading Change: Ability to guide and influence others through change
• Communication: Clear and effective communication skills to convey change initiatives and gather feedback
• Adaptability/Navigating Ambiguity: Ability to remain effective while dealing with changing conditions
• Emotional Intelligence: Understanding and managing one's own emotions and those of others
• Influence: Ability to persuade and influence others to achieve desired outcomes
• Continuous Learning: Commitment to ongoing personal and professional development

Experience

Minimum Requirements

• Education: Bachelor’s degree in organizational development, Human Resources, Business Administration, or a related field or relevant experience in lieu of degree
• Experience: Minimum of 7-10 years of experience in organizational development, change management, or a related field
• Proven experience in Change management, Project Management, Coaching, and partnering with HR teams
• Must be bondable

Preferred Requirements

• Education: Master's degree in organizational development, Human Resources, Business Administration, or a related field.
• Experience supporting transformation programs, digital initiatives, or enterprise-wide change efforts preferred
• DDI Certification
• DiSC, Clifton Strengths Coaching, or other psychometric assessments

Work Environment

Physical Demands

The physical demands described are representative of those that must be met by an employee, with or without accommodation, in order to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle or feel; reach with hands and arms; and talk or hear.
• Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus.
• Employee will make extensive use of the telephone and/or virtual communications platforms to communicate confidential information, requiring the ability to effectively and accurately explain complex information.

Work Environment

The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job. 

• This position is required to frequently work at UFCU Plaza in Austin, Texas.
• May occasionally require an adjusted work schedule, overtime, and evening/weekend hours.
• May occasionally move from one work location/branch to another.
• Public contact position, requiring appropriate professional appearance.
• Frequent computer use at a workstation of up to two hours at a time.
• The noise level in the work environment is usually moderate.