Sr. Organizational Development Consultant

Role Summary The Senior Organizational Development (OD) Consultant is a key position within T. Rowe Price’s Talent Management & Organizational Effectiveness team responsible for developing and executing strategies to enhance our organizational effectiveness capabilities to drive business results. The role requires strategic thinking and hands‑on execution, strong relationship management skills, and the ability to influence at all levels of the organization. It involves partnering with Human Resources Business Partners and leaders across Corporate Functions, Technology, Data, and Operations to design and activate change initiatives that directly impact business performance and organizational health. Responsibilities Organizational Diagnosis & Design Gather data related to organizational and team effectiveness, provide feedback, and craft strategies and solutions to close gaps between the current and desired future state, partnering closely with stakeholders on implementation. Lead end‑to‑end organizational design and operating model projects for multiple business units, partnering with HR Business Partners and OD team members to ensure alignment. Facilitate and advise HR Business Partners and leaders on organizational structure/design, governance, decision rights, and related areas impacting productivity and business outcomes. Leadership & Team Effectiveness Design Design and facilitate leadership alignment and team effectiveness interventions, including diagnostics, leadership working sessions, and post‑change team resets. Support leaders and teams in translating new structures and strategies into shared norms, behaviors, and operating expectations. Guide HR Business Partners and leaders in strengthening leadership and team capability following organizational change. Change Activation & Transformation Support business leaders with strategic planning and problem framing; design activities and reinforcement mechanisms to support strategy execution and operating model clarity. Partner closely with the Transformation Office and program leaders to integrate organizational, leadership, and change considerations into enterprise initiatives. Apply change management approaches to support activation of strategy and operating model shifts. Partnership, Integration & Influence Build strong, collaborative relationships with HR Business Partners, Talent COEs, and key enterprise stakeholders to ensure aligned, integrated approaches. Co‑create solutions with HR partners that integrate talent, organizational, and leadership priorities aligned to business context. Navigate complex organizational dynamics and competing priorities, influencing across multiple stakeholder groups without direct authority. Maintain regular communication with key stakeholders to ensure alignment and transparency. Measurement, Learning & Contribution Establish, track, and report OD metrics to measure organizational impact based on established goals and timelines. Monitor and ensure continued effectiveness of OD initiatives and interventions. Participate as an active contributor to work supporting internal business clients and the broader Talent, Enterprise Learning, and HR ecosystem. Qualifications Required Bachelor’s degree in Organizational Psychology, Business, Human Resources or related field, or the equivalent combination of relevant experience. 8+ years of experience in organizational development, with significant focus on org design, team effectiveness, change management, and project management. Knowledge of full range of organization development interventions and change management frameworks and applications. Demonstrated ability to influence partners and advise leaders in client‑facing or consulting role. Strong facilitation, group dynamics, and leadership team effectiveness skills. Preferred Masters degree in Organizational Psychology, Business or related field. Experience working closely with change and modernization initiatives across Tech functions in a corporate setting. 10+ years of experience in organizational development, with significant focus on org design. Expertise in multiple organization design methodologies and frameworks. Prior experience in the Financial Services and/or Management or Human Capital Consulting Industry. Certification or formal training in team effectiveness and assessment tools (e.g., HBDI, MBTI, DiSC, Hogan, Five Dysfunctions, or similar). Comfort working both independently and in a highly collaborative setting. Experience in utilizing best practices in change management to drive transformations. Base Salary Ranges Location based ranges: Maryland, Colorado, Washington and remote workers: $110,000.00 – $188,000.00 Washington, D.C.: $121,000.00 – $207,000.00 New York, California: $138,000.00 – $236,000.00 Placement within the range is based on the individual’s relevant experience and skills for the role. Base salary is only one component of our total compensation package. Employees may be eligible for a discretionary bonus, which is determined upon company and individual performance. Benefits Competitive compensation Annual bonus eligibility Generous retirement plan Hybrid work schedule Health and wellness benefits, including online therapy Paid time off for vacation, illness, medical appointments, and volunteering days Family care resources, including fertility and adoption benefits Equal Employment Opportunity T. Rowe Price is an equal opportunity employer and values diversity of thought, gender, and race. We believe our continued success depends upon the equal treatment of all associates and applicants for employment without discrimination on the basis of race, religion, creed, color, national origin, sex, gender, age, mental or physical disability, marital status, sexual orientation, gender identity or expression, citizenship status, military or veteran status, pregnancy, or any other classification protected by country, federal, state, or local law. #J-18808-Ljbffr T. Rowe Price