Principal Organizational Development Advisor

Serve as a thought-leader in the areas of culture transformation and change enablement to drive organizational, divisional and team success. Partner with HR Centers of Excellence and leaders within the business to develop and integrate OD practices, interventions and solutions to achieve strategic business goals and operational objectives. Conduct analysis in the areas of culture and change and create and implement strategies, solutions, resources and experiences to optimize employee engagement and organizational effectiveness.

The Principal Organizational Development Advisor is a senior individual contributor who leads and advances Organizational Development (OD) and Organizational Effectiveness (OE) strategies to improve organizational performance and enable business outcomes across a complex, multi-entity health care enterprise. This role operates at the intersection of culture, change, team effectiveness, leadership, workforce optimization, and business performance, translating strategy into measurable workforce impact across diverse business areas and stakeholder groups.

The Principal Advisor leads the design and advancement of organizational interventions while partnering closely with HR Centers of Excellence (COEs) and business leaders.

The role combines organizational behavior, human resources, and business strategy to solve complex organizational challenges, enable sustained performance, and strengthen a culture of continuous improvement. Key accountabilities include leading OD/OE initiatives, shaping culture and change strategies and action plans, diagnosing organizational needs through qualitative and quantitative insights, and delivering integrated solutions that align people, strategy, and performance to optimize workforce impact.

• Serve as a strategic and trusted advisor to senior executives and leaders, providing expert consultation on complex organizational challenges while leading transformations and developing scalable organizational development approaches that enable enterprise growth, integration, and culture alignment.
• Diagnose,designand drive OD/OE interventions to solve complex business challenges, ensuring alignment to strategic priorities,measurable outcomes,and optimizedworkforceimpact
• Apply advanced OD and OEexpertiseand systems-thinking to advance culture, organizational change, team effectiveness and leadership development (OD), while enabling performance outcomes through business problem solving, data insights, and performance enablement (OE)
• Lead organizational and workforce system effectiveness efforts, including organization design consultation, operating model effectiveness, governance, decision-making, role clarity, accountability, and cross-functional ways of working that improve organizational performance and enable business outcomes.
• Partner with HR Centers of Excellence (COEs) and business leaders to shape, design, and implement OD strategies, programs, and solutions aligned to enterprise priorities
• Lead the development and advancement of organizational change strategies that align talent, behaviors, and actions to the desired cultural outcomes.
• Conduct and interpret qualitative and quantitative analysis to diagnose organizational gaps, generate workforce intelligence, assess intervention effectiveness, and inform executive decision-making.
• Define success measures, adoption indicators, and impact metrics for OD and OE solutions, including how interventions influence engagement, leadership effectiveness, culture activation, operating effectiveness, and business performance.
• Synthesize data and insights todevelop and guideenterprise-wide and division-specific culture action plans that enablea thrivingorganizationandaccelerate business results
• Strengthen a high-trust, high-performance culture by aligning employee experience, leadership behaviors, and organizational practices.
• Drive execution ofOD and OE initiatives, partnering with Principal Organizational Development Advisors to ensure alignment to Talent and Organizational Effectiveness and Workforce Optimization priorities.
• Facilitate alignment and drive effective communication across teams and divisions, enabling collaboration, decision-making, and conflict resolution.
• Influence without direct authority across senior leaders, HR partners, COEs, and cross-functional teams, creating alignment where priorities, incentives, timelines, or perspectives may differ.
• Partner with HR COEs to design and deploy leading-edge…