Organizational Development Consultant II

Company: Texas A&M University
Location: College Station
Posted on: April 12, 2025

Job Description:

Job Title

Skills, Experience, Qualifications, If you have the right match for this opportunity, then make sure to apply today.

Organizational Development Consultant II

Agency

Texas A&M University

Department

Human Resources

Proposed Minimum Salary

Commensurate

Job Location

College Station, Texas

Job Type

Staff

Job Description

A Glimpse of the Job

The Organization Development (OD) Consultant II partners with departments, colleges, and divisions to increase organizational effectiveness and performance in alignment with organization development best practices. This position collaborates with subject matter experts and Human Resource staff to assess, design, develop, implement, and evaluate learning and performance programs that support career development initiatives. Through the consulting process, the OD Consultant II diagnoses organizational needs and partners with departments, colleges, and divisions to develop and execute plans to address needs assessment findings. The OD Consultant II researches and evaluates emerging organization development theories, concepts, models, tools and techniques. In this role, the OD Consultant II organizes, prioritizes, and coordinates deliverables with learning facilitators and/or instructional designers to provide customized services to Texas A&M University and Texas A&M University System members.

Essential Duties/Tasks

Consulting & Business Partnering

Establishes and maintains relationships with department leadership to provide guidance on organizational development programs and services.

Partners with departments within assigned service area to assess current state and desired future state of learning and performance programs established/managed at department-level.

Designs and develops learning and performance programs to meet career development needs for assigned job family/service area with support from instructional design team.

Implements learning and performance programs to meet career development needs for assigned job family/ service area in coordination with OD Specialists.

Conducts initial intake meetings to gather information to inform "commitment to service" decision made by the assistant director and/or director.

Recommends customized services based on information from the initial intake and prepares "Quote for Service Requested" document for customer consideration.

Documents requested and/or provided customized services engagements.

Organizes and prioritizes deliverables for customized services engagements with support from learning facilitators, instructional designers, and/or expert consultants.

Writes needs assessment proposals and creates data collection tools, such as interview protocols and/or questionnaires.

Collects and analyzes organizational performance data; and, formulates recommendations based on data analysis.

Presents findings to customers and selects appropriate solutions based on customer feedback.

Prepares and executes implementation plans to address needs assessment findings.

Project Management

Applies project management practices to plan and execute learning and performance programs and customized service engagements from initiation to completion.

Monitors progress, seeks guidance when navigating roadblocks and/or recalibrating deliverables and timelines, and communicates frequently with the assistant director about the progress of all assigned learning and performance programs and customized service engagements.

Quality Assurance

Monitors quality of business relationships with leaders and departments within assigned service area.

Meets established standards for developing and implementing learning and performance programs, as well as providing customized services.

Evaluates effectiveness of assigned learning and performance programs as well as provided customized services with support from the evaluation team.

Learning & Development

Remains abreast of emerging organization development theories, concepts, models, tools, and techniques.

Works to obtain expertise in area of concentration, such as coaching, change management.

What you need to know

Salary: Compensation will be commensurate to selected hire's experience.

Special Instructions: A cover letter and resume are strongly recommended. You may upload these in the CV/Resume section.

Required Education and Experience

Bachelor's Degree or equivalent combination of education and experience.

Four years of related experience in facilitation and training delivery, instructional design, and/or business consulting.

Knowledge, Skills, and Abilities

Knowledge of:

Foundational principles, theories, and models of cognitive science, adult learning, and communication.

Instructional design models and processes, as well as methods and techniques for defining learning and behavioral outcome statements and planning, designing, and developing instructional content.

Needs assessment approaches and techniques.

Instructional modalities, as well as types and application of instructional methods and techniques.

The criteria used to assess the quality and relevance of instructional content in relation to a desired learning outcomes.

Facilitation methods and techniques.

Learning technologies and support systems, as well as communication technologies and their application in learning.

Functions, features, and practical applications of the technologies available to support learning and organizational development solutions.

Methods and techniques for disseminating and/or sharing knowledge across individuals, groups, and organizations.

Principles, methods, and techniques of knowledge management, career development, and leadership development.

How to develop and implement career and/or leadership development programs.

How formal and informal learning experiences influence and/or support individual and group development.

Career models and paths such as vertical, horizontal, project-based, and matrix.

Models and methods for evaluating the impact of learning and organizational development solutions, including qualitative and quantitative data collection methods, techniques, and tools.

Organizational coaching models, as well as professional standards and ethical guidelines for coaching.

Methods and techniques to evaluate the effectiveness of coaching.

Business and/or organizational processes, operations, and outputs.

How organizations provide customer service.

Organizational development concepts, as well as theories and frameworks related to the design, interaction, and operation of social, organizational, and informational systems.

Work roles, relationships, and reporting structures within an organization.

How employee engagement and retention influence organizational outcomes.

Theories, models, and principles of human performance improvement, as well as performance analysis methods and techniques.

How human interactions with work environments, tools, equipment, and technology affect individual and organizational performance.

Change management theories and models, as well as how change impacts people and organizations.

Proficiency level of novice in the following skills, using the novice to expert model (i.e., novice, advanced beginner, competent, proficient, expert):

Establishing an environment that fosters mutual respect and trust with coaching clients.

Recruiting, training, and pairing coaches and/or mentors with employees.

Identifying formal and informal relationships, hierarchies, and power dynamics in an organization.

Assessing and evaluating employee engagement.

Implementing employee engagement strategy.

Conducting performance analysis to identify goals, gaps, or opportunities.

Designing and developing performance improvement solutions to address performance gaps.

Designing and implementing performance support systems and tools.

Assessing risk, resistance, and consequences to define a change management approach.

Implementing organizational change strategy.

Proficiency level of advanced beginner in the following skills, using the novice to expert model (i.e., novice, advanced beginner, competent, proficient, expert):

Identifying the quality, authenticity, accuracy, impartiality, and/or relevance of information from various sources for the purpose of curating instructional content, tools, and resources.

Sourcing, designing, building, and evaluating leadership development experiences.

Using learning environment platforms to enhance the learner experience.

Using human resource technology systems to store, retrieve, and process talent and talent development-related information.

Helping individuals or teams identify goals, develop realistic action plans, seek development opportunities, and monitor progress and accountability.

Coaching supervisors and managers on methods and approaches for supporting employee development.

Creating effective coaching agreements.

Establishing and managing organizational and/or business partnerships and relationships.

Partnering with other organizational units to provide guidance on departmental or organizational talent requirements.

Managing stakeholders on an ongoing basis to sustain organizational and/or business relationships.

Conveying recommendations or a course of action to gain agreement, support, and/or buy-in from stakeholders.

Proficiency level of competent in the following skills, using the novice to expert model (i.e., novice, advanced beginner, competent, proficient, expert):

Eliciting and using knowledge and information from subject matter experts to support and/or enhance learning.

Selecting and aligning delivery options and media for training and/or learning events to the desired learning or behavioral outcomes.

Creating positive learning climates/environments.

Facilitating the career development planning process.

Organizing and synthesizing information from multiple sources.

Identifying type and amount of information needed to support organizational development activities.

Developing, administering, and debriefing results of assessments of intelligence, aptitude, potential, skill, ability, and/or interests.

Facilitating and supporting knowledge networks and communities of practice.

Conducting individual and group career planning sessions to provide guidance across career phases.

Creating data collection tools.

Gathering and organizing data from intern and/or external sources in logical and/or practical ways to support retrieval and manipulation.

Synthesizing information to formulate recommendations to present to stakeholders.

Identifying organizational barriers to implementing talent development solutions and/or strategies.

Analyzing and interpreting results of data analyses to identify patterns and trends.

Proficiency level of proficient in the following skills, using the novice to expert model (i.e., novice, advanced beginner, competent, proficient, expert):

Apply principles of cognitive science and adult learning to design solutions that maximize learning.

Developing learning outcomes statements.

Coordinating the logistical tasks associated with planning and/or facilitating virtual and/or in-person learning events.

Facilitating meetings and/or learning events in-person and/or virtual environments.

Designing blueprints, schematics, and/or other visual representations of learning and development solutions.

Designing and developing learning assets that align to desired learning outcomes.

Other Requirements and Factors

This position is security sensitive.

This position requires compliance with state and federal laws/codes and Texas A&M University System/TAMU policies, regulations, rules and procedures.

All tasks and job responsibilities must be performed safely without injury to self or others in compliance with System and University safety requirements.

This is an on-site position at College Station, TX.

Why Texas A&M University?

Texas A&M University is committed to enriching the learning and working environment by promoting a culture that respects all perspectives, talents & lived experiences. Embracing varying opinions and perspectives strengthens our core values which are: Respect, Excellence, Leadership, Loyalty, Integrity, and Selfless Service.

We are a prestigious university with strong traditions, Core Values, and a community of caring and collaboration. Amenities associated with a major university, such as sporting and cultural events, state-of-the-art recreation facilities, the Bush Library and Museum, and much more await you. Experience all that a big city has to offer but with a reasonable cost-of-living and no long commutes.

Health , dental , vision , life and long-term disability insurance with Texas A&M contributing to employee health and basic life premiums

12-15 days of annual paid holidays

Up to eight hours of paid sick leave and at least eight hours of paid vacation each month

Automatic enrollment in the Teacher Retirement System of Texas

Health and Wellness: Free exercise programs and release time

Professional Development: All employees have access to free LinkedIn Learning training, webinars, and limited financial support to attend conferences, workshops, and more

Employee Tuition Assistance and Educational Release time for completing a degree while a Texas A&M employee

All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution's verification of credentials and/or other information required by the institution's procedures, including the completion of the criminal history check.

Equal Opportunity/Veterans/Disability Employer.

Keywords: Texas A&M University, Pearland , Organizational Development Consultant II, Professions , College Station, Texas