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The Senior Organizational Effectiveness Consultant serves as a strategic trusted advisor to executive and senior business leaders to enable higher quality, faster, and more confident decisions about workforce, leadership, and organizational design. This role will work with leaders to align people strategies with business goals to drive transformation, growth, and employee experience. As a human capital solutions advisor, the Senior Organizational Effectiveness Consultant will partner with leaders and People organization centers of excellence to solve complex organizational challenges through solutions focused on high-impact talent and organizational priorities.
Responsibilities- Proactively engage as a strategic advisor to senior business leaders on critical people and organizational decisions – serving as a trusted partner to build people strategies to improve the quality of workforce, leadership, and organizational choices under conditions of ambiguity. Help leaders evaluate trade-offs and potential consequences of talent and organization design options, making risks and assumptions explicit, and focus efforts where their impact on business outcomes is greatest.
- Lead People org service delivery team for client groups, establish consultative relationships and brokering People Center of Excellence (CoE) services as needed. Collaborate with CoE partners (e.g. Talent Management, Learning & Development, Talent Acquisition, Total Rewards, People Relations) to design and implement solutions that address business needs.
- Apply comprehensive systems thinking and an enterprise-wide perspective to work across multiple business functions, aligning people strategies, programs, and practices with overarching business priorities while prioritizing interventions that drive the greatest organizational value.
- Partner with leaders on strategic workforce planning and scenario thinking to anticipate future workforce and capability needs driven by business strategy and transformational goals. Elevate workforce planning from basic forecasting to scenario-based decision support, exploring alternative future scenarios and their talent implications. Surface and frame human capital risks (e.g. capability gaps, leadership depth, capacity constraints) alongside financial and operational risks, enabling disciplined decisions about where to invest or refocus talent and when to sequence critical talent moves to meet long-term business goals.
- Advise on organizational effectiveness and design – guiding leaders on organizational structure, role clarity, decision authority, and team effectiveness to ensure alignment with strategic objectives. Diagnose systemic organizational issues using business context, qualitative insight, and data to identify root causes rather than symptoms, and recommend design improvements that enable strategy execution and growth.
- Provide leadership development and coaching for client leaders to build capability and drive transformation. Focus on strengthening leaders’ ability to lead through uncertainty and change, helping them translate strategy into clear direction, operating rhythms, and expectations for their teams.
- Leverage data-driven insights to inform talent and organizational decisions. Analyze workforce data and organizational diagnostics to identify trends and opportunities. Synthesize key data and insights into clear, executive-ready narratives that connect people metrics to business outcomes, trade-offs, and risks, enabling evidence-based decision-making.
- Drive change management initiatives and culture transformation. Model and promote a change-ready mindset across the organization. Serve as an organizational change consultant and subject matter expert to leaders, applying proven change management approaches to facilitate effective stakeholder engagement and smooth implementation of organizational initiatives.
- Implement and support enterprise talent management programs for client groups in the areas of performance management, employee engagement, organizational culture, talent review, succession planning, and compensation. Ensure these programs are executed effectively and aligned with business needs and workforce strategies.
- Champion best practices and continuous improvement. Develop and share best practices in organizational effectiveness. Provide expert analysis, gap assessments, team facilitation, and tailored solutions to improve organizational outcomes and team performance.
- Bachelor’s degree (Master’s preferred) and 7+ years of relevant experience in Human Resources, Organizational Effectiveness, or a related field. Prior success working in large, complex, matrixed organizations with shared services or Center of Excellence model is strongly preferred.
- Demonstrated track record of comprehensive, macro and micro-level organizational design implementations, including developing large-scale change plans and delivering sustainable transformations.
- Proven ability to coach, develop, and influence senior leaders (VP-level and above) to achieve strategic initiatives through effective business and leadership practices. Comfortable with negotiation, conflict resolution, and providing an opposing point of view to drive discussion and better outcomes.
- Exceptional business acumen, with a comprehensive, systemic understanding of business operations and strategy that enables proactive inquiry and development of people strategy solutions for client partners. High degree of political savvy and ability to navigate complex organizational dynamics.
- Strong analytical and synthesis skills, with demonstrated ability to conduct and interpret quantitative and qualitative analysis, extracting key themes from diverse data to form a coherent picture.
- Excellent communication and presentation skills, with a collaborative, team-oriented approach, and effective group facilitation abilities, both in person and remote.
- Dynamic leader who models leadership competencies and can motivate others while fostering a sense of urgency when needed. Highest levels of integrity and ethics, building trust and accountability in all interactions.
- Strong project management experience to drive initiatives from concept to completion.
Licenses
• Senior Professional in Human Resources (SPHR)-HRCI certification or equivalent is preferred.
Base Pay Information
The national base pay range at the end is a good-faith estimate of what Delta Dental may pay for new hires. Actual pay may vary based on Delta Dental’s assessment of the candidate’s knowledge, skills, abilities (KSAs), related experience, education, certifications and ability to meet required minimum job qualifications. Other factors impacting pay include prevailing wages in the work location and internal equity.
Pay Grade 21. $80,500 - $174,300
- Competitive base and incentive pay
- 401(k) with robust matching and non-matching contributions
- Rich medical & pharmacy benefits
- 100% employer-paid dental and vision benefits
- Holistic wellbeing program with deep financial incentives
- Generous paid time off plus 12 paid holidays and your birthday off
- Culture of growth and learning: career development; tuition reimbursement; recognition program
- Family support: adoption assistance, fertility treatment, child, elder & pet care assistance
- Social responsibility and volunteer opportunities
- Employee discount program
Skills Required
- Bachelor's degree (Master's preferred)
- 7+ years of relevant experience in Human Resources, Organizational Effectiveness, or related field
- Proven ability to coach and influence senior leaders (VP-level and above)
- Strong analytical and synthesis skills
- Exceptional business acumen
- Excellent communication and presentation skills
- Strong project management experience
- Senior Professional in Human Resources (SPHR)-HRCI certification or equivalent
Delta Dental Insurance Company Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Delta Dental Insurance Company and has not been reviewed or approved by Delta Dental Insurance Company.
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Retirement Support — Retirement support is positioned as a standout element, including a sizable automatic 401(k) contribution plus additional matching. This boosts overall total-rewards value even when base pay is viewed as only mid-market in some areas.
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Affordable Benefits — Core coverage is framed as unusually low-cost to employees, including fully employer-paid dental and vision and low employee contribution medical options. This creates meaningful take-home value beyond cash compensation.
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Leave & Time Off Breadth — Time-off offerings are described as generous, including broad PTO/holidays and additional paid leave features such as parental leave. These policies increase perceived rewards and help balance workload demands.
Delta Dental Insurance Company Insights
What We Do
At Delta Dental, we’re behind millions of smiles and counting. For over 68 years, we’ve served our communities by increasing access to affordable, quality care – but that commitment to care extends beyond the people we serve, to the dedicated employees who make those smiles genuine. We've come this far by building programs that offer opportunities for advancement, create meaningful connections, and improve the lives of our employees and their families. Because we know that when we take exceptional care of each other, we can make a positive impact for all. We champion an inspirational workplace through our commitment to trust, service, excellence and innovation. Joining us means working for a company that offers stability and balance, opportunities for leadership at all levels, and a work environment. Delta Dental of California, Delta Dental of New York, Inc., Delta Dental of Pennsylvania, and Delta Dental Insurance Company are members, or affiliates of members, of the Delta Dental Plans Association, a network of 39 Delta Dental companies throughout the country. Together with our affiliate companies, form one of the nation’s largest dental benefits delivery systems, covering over 31 million enrollees. Headquartered in San Francisco, we are members of the Delta Dental Plans Association, a network of companies that provides dental coverage to 80 million people. Delta Dental provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Delta Dental complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
