Organization Design Consultant

Job Summary
For use with FlexStaff Approv

Job Description
For use with FlexStaff Approval Only

Additional Job Responsibilities
08/13 - Job will be placed on hold for shortlisting Tuesday 08/18 3:00 PM EST. 2 Submittals per supplier

Position Title: Niche Contractor (Organization Design Consultant - Contractor (3-5 Years))
Reason for Open Position: New Need
Position Location: Manager is not looking to source out of any other tech hub thats not listed below
One Plaza 249 Fifth Avenue Pittsburgh Pennsylvania 15222-2707
Center - Cleveland 1900 E 9th St Cleveland, OH 44114
Columbus OH - Columbus Whitehall Svc Ctr I 4661 East Main St. Columbus, OH 43213-3298
Birmingham - Brock 701 32Nd St S Birmingham, AL 35233
Chicago - Corridors III (IL417) 2650 Warrenville Rd Ste 500 Downers Grove, IL 60515

Locations by Preference:
Most Preferred Cleveland
Second Preferred Pittsburgh

Work Arrangement:
5 days onsite -
Acceptable Time Zone(S): EST
Schedule: M-F 8-5 EST; Flexibility
OT: No -
TRAVEL: Minimal, possibly to Pittsburgh
Intended Length of Assignment: January 2027
Potential for Contract Extension: Yes
This position is contract with the right to hire if a need becomes available.
Manager will only look at candidates that are open to converting to a full time employee will not sponsor work visas if the decision is made to hire the contingent worker.

Function of the Group/Initiatives/Projects:
The purpose of this role is to support a program that we just kicked off called HR modernization. Ultimately what we're looking to do is try to make it easier for employees and managers to get information from HR so that HR is less administrative and can focus on more strategic type of work in support of the business. Requires that in the future HR looks different than it does today, so this individual will help us to define or research things such as what are possible HR organizational structures and roles and things that we can consider.

Industry Background:
Needs to be someone who has helped other HR function HR Background, or Consulting background

Team Dynamic:
This individual will be working with the program team for the effort, closely with the leader of the work stream. There are 8 people on the program team, then an additional 5-6 people on the project team. Overall, about 60 people. -

Role/Responsibilities:
This candidate will design and steward the future HR operating model and work design across HR Modernization. This role ensures that how work gets done (workflows, decision rights, handoffs, automation boundaries, and role interdependencies is intentionally designed alongside structure. The role acts as a design authority to ensure alignment across COEs, Service Delivery, HR Partners, and enablement platforms, and guides workforce and role transitions across modernization phases.

Key Responsibilities
Operating Model & Work Design
Design the end-to-end HR operating model, including service delivery layers, work distribution, role shapes, and interfaces across COEs, Service Delivery, HR Partners, and Enablement.
Translate strategy, experience priorities, and technology enablement into clear work design principles (what work is done where, by whom, and how).
Define decision rights, accountabilities, escalation paths, and ownership models using practical frameworks (e.g., RACI/RAPID). Organizational Design
Architect org structures, role taxonomy, spans and layers, and governance guardrails to support future state HR capabilities.
Serve as the design authority to ensure consistency and integrity of org and work design decisions across workstreams.
Document and maintain HR wide design standards and design guardrails. Integration with Process, Experience & Technology
Partner with process, experience, and technology workstreams to ensure work design aligns with automation, AI enablement, and EX platform capabilities.
Identify where work should be simplified, automated, augmented, or eliminated as part of modernization.
Ensure org and work design decisions account for controls, risk, and operational resilience.

Workforce Transition & Change
Guide workforce transitions, including role evolution, redeployment, capability shifts, and change impacts.
Support leaders in understanding implications of new ways of working not just new structures.
Facilitate leadership and HRLT level design sessions, decision forums, and working sessions. Capabilities
Deep expertise in organizational design and work design, including operating models, decision rights frameworks, and capability modeling.
Ability to design work systems (roles %2B workflows %2B decision rights %2B technology) rather than standalone org charts.
Strong financial, risk, and controls lens, especially when redistributing work or introducing automation/AI.
Proven senior level facilitation and influence skills; able to lead ambiguous, high stakes design discussions with HRLT.
Strong documentation skills; able to codify design standards, governance, and guardrails that scale.
Ability to cohesively integrate operating model, process, experience, and technology changes into a single design narrative.

Must Have Skills:

Organizational & Operating Model Design - Work Design, Decision Rights & Capability Modeling
Work System Design (Roles, Workflows & Technology)
Financial, Risk & Controls Management
Executive Facilitation & Strategic Influence
Documentation, Governance & Design Standards
Integrated Transformation Design (operating model, process, experience, and technology)
Copilot Research & Content Synthesis
Executive Presentation Development (PowerPoint)
Microsoft 365 Suite -

Soft Skills:
Organizational & Situational Awareness - Reads the room and adapts communication style based on the audience and context.
Communicate confidently and professionally with senior leaders.
Presentation skills
Uses analytical thinking and business judgment to solve problems, make informed decisions, and drive positive outcomes.

Education:
Organizational & Situational Awareness - Reads the room and adapts communication style based on the audience and context.
Communicates confidently and professionally with senior leaders.
Presentation skills
Uses analytical thinking and business judgment to solve problems, make informed decisions, and drive positive outcomes.

Screening Questions:
Tell me about the largest organizational redesign you have supported, including your role, key contributions, and the overall impact on the organization

Role Differentiator:
This is one of the key roles to set the foundation for what HR looks like in the future of

Interview Process:
2 rounds o 1st round with manager 30-45 minutes, initial screening o 2nd round with lead ~30-45 minutes

Stack Ranking (Order of Preference):
1. Skills 2. Location 3. Former 4. Bill rate