Talent & Organizational Development Sr. Consultant - Hybrid or On-site

Talent & Organizational Development Sr. Consultant - Hybrid or On-site Opportunity

Join to apply for the Talent & Organizational Development Sr. Consultant - Hybrid or On-site Opportunity role at The Mutual Group

The Sr. Consultant of Talent and Organizational Development is a highly strategic partner responsible for shaping the organization’s short and long-term talent and capability roadmap. This role leads enterprise-wide efforts to build a skill-based, strength-driven, and growth-centered culture rooted in servant leadership principles. This role will partner closely with business leaders, HR Business Partners, and cross-functional teams to design development strategies, leadership frameworks, and systems that empower employees, build future-ready capabilities, and support organizational growth.

• Lead efforts toward a skill-based organizational model, shaping the knowledge, skills, capabilities, and behaviors needed to meet current and future business goals.
• Build and maintain a comprehensive skills framework, partnering with business units to identify critical capabilities and skill gaps.
• Partner with HRBPs and Talent Acquisition to align talent practices (including recruiting, managing, identifying, developing, and retaining) with the skill-based framework.

• Champion a strength-based culture that helps employees identify and apply their natural talents in ways that improve performance, engagement, and team effectiveness.
• Integrate strength-based tools and assessments into development planning, leadership programs, and organizational interventions.
• Design and deliver learning experiences, workshops, and development pathways aligned to organizational capability needs.
• Promote continuous learning principles and create resources that empower employees and leaders to own their growth.

• Lead the optimization of Workday and other talent/learning systems to support skills tracking, capability growth, talent reviews, succession planning, and development planning.
• Partner with HRIS and IT to ensure systems are configured to enable a consistent employee experience, transparent career pathways, and real-time workforce capability insights.
• Establish dashboards, metrics, and reporting that inform strategic workforce planning and track progress on skill development, leadership readiness, and talent mobility.
• Ensure systems support self-service and manager enablement, reducing friction and promoting an empowered, development-focused culture.

• In collaboration with HRBPs, support the design and execution of enterprise-wide talent review and succession planning processes by creating tools, templates, and frameworks for consistent application.
• Analyze talent data to identify trends, strengths, risks, succession gaps, and opportunities for capability development.
• Provide insights and recommendations to HRBPs and leaders to strengthen talent pipelines and prioritize development investments.
• Partner with HRBPs—who own the business-facing process—to support the creation of actionable, strength-based development plans for high-potential employees and succession candidates.

• Serve as a strategic advisor to executives, business leaders, and HR partners—translating business needs into actionable talent strategies.
• Lead and elevate the Development…