OD Consultant

Job Summary:

The Organizational Development Consultant serves as the primary strategic advisor and single point of contact (Client Manager) for assigned business units through the HRBP team across Organizational Effectiveness, Engagement, Performance Management, Learning & Development, Talent, and Change functions. This role partners with leaders and internal L&OD resources to deliver integrated, enterprise-aligned solutions that enhance organizational performance, leadership capability, workforce effectiveness, and culture.

Applies advanced organizational consulting concepts to diagnose complex business challenges and lead cross-functional initiatives spanning organizational design, leadership development, performance management, workforce planning, engagement, and change management.

Department Summary:

UCSF Human Resources has a mission of attracting, developing and retaining outstanding and diverse people with a vision of being a strategic and trusted partner empowering the UCSF Health community to leverage their talents. Human Resources is committed to providing an outstanding customer experience, leading workforce strategies, creating an engaging environment focused on continuous improvement for the HR team, and demonstrating value to the organization.

Operating Model

This role works together with HR Business Partners, who remain the primary connection to the business. The Organizational Consultant supports that relationship by helping bring together the right mix of resources across Organizational Effectiveness, Engagement, Performance Management, Learning & Development, Talent, and Change.

Rather than operating independently, this role helps connect the dots-making sure leaders get coordinated, practical support that aligns to their priorities. The focus is on simplifying how the business engages with these services and ensuring everything comes together in a clear, cohesive way.

About UCSF

The University of California, San Francisco (UCSF) is a leading university dedicated to promoting health worldwide through advanced biomedical research, graduate-level education in the life sciences and health professions, and excellence in patient care. It is the only campus in the 10-campus UC system dedicated exclusively to the health sciences. We bring together the world's leading experts in nearly every area of health. We are home to five Nobel laureates who have advanced the understanding of cancer, neurodegenerative diseases, aging and stem cells.

Pride Values

UCSF is a diverse community made of people with many skills and talents. We seek candidates whose work experience or community service has prepared them to contribute to our commitment to professionalism, respect, integrity, diversity and excellence - also known as our PRIDE values.

In addition to our PRIDE values, UCSF is committed to equity - both in how we deliver care as well as our workforce. We are committed to building a broadly diverse community, nurturing a culture that is welcoming and supportive, and engaging diverse ideas for the provision of culturally competent education, discovery, and patient care. Additional information about UCSF is available here.

Join us to find a rewarding career contributing to improving healthcare worldwide.

Equal Employment Opportunity

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

Salary Information

The final salary and offer components are subject to additional approvals based on UC policy.

Your placement within the salary range is dependent on a number of factors including your work experience and internal equity within this position classification at UCSF. For positions that are represented by a labor union, placement within the salary range will be guided by the rules in the collective bargaining agreement.

To learn more about the benefits of working at UCSF, including total compensation, please visit: https://ucnet.universityofcalifornia.edu/compensation-and-benefits/index.html

Required:

• Bachelor''s degree in related area and / or equivalent experience / training
• 5 - 7 years directly related experience in organizational development.
• Advanced knowledge of organizational development, organizational design, engagement, performance management, and change methodologies.
• Demonstrated ability to serve as a strategic advisor to senior leaders and integrate multiple organizational disciplines into cohesive solutions
• Strong consulting, relationship management, and stakeholder alignment skills in complex, matrixed environments
• Experience coordinating across Learning & Development, Talent, Engagement, Performance Management, and Change functions
• Excellent analytical, problem-solving, and critical thinking skills
• Strong facilitation, communication, and presentation skills
• Ability to lead complex, cross-functional initiatives with a high degree of autonomy
• Ability to translate enterprise strategies into practical, business-specific solutions
• Strong project management and execution capabilities

Preferred:

• Advanced degree in organizational development, business administration, or related field preferred.
• Experience in academic health systems or large, matrixed organizations

%

of time

Essential Function (Yes/No)

Key Responsibilities

(To be completed by Supervisor)

30%Yes

Strategic Business Partnership (Single Point of Contact)

Serves as the primary interface for HRBP's in assigned business units across Organizational Effectiveness, Engagement, Performance Management, Learning & Development, Talent, and Change. Partners with senior leaders to assess needs, set priorities, and deliver integrated solutions aligned to business strategy.

25%yes

Integration Across OE&T Functions

Acts as the central integrator across Organizational Effectiveness Consultants and functional leads in Learning & Development, Talent, Engagement, Performance Management, and Change. Ensures alignment, consistency, and effective sequencing of initiatives; translates enterprise frameworks into cohesive, business-specific solutions.

15%Yes

Organizational Effectiveness & Design

Leads organizational assessments, design, and effectiveness initiatives, including operating models, team effectiveness, and decision-making frameworks. Identifies root causes and implements sustainable improvements aligned with strategic goals.

10%Yes

Leadership Development & Performance Management

Partners with Learning & Development and Performance Management leads to implement leadership strategies, strengthen manager capability, and drive effective performance practices that align with organizational goals.

10%Yes

Engagement, Culture & Change

Leads engagement and change efforts tied to business priorities. Connects engagement insights and culture priorities to leadership behaviors and change strategies to drive adoption and sustained impact.

5%Yes

Workforce & Talent Strategy Alignment

Aligns workforce planning, succession, and talent strategies with business needs in partnership with internal talent leads, identifying risks and pipeline opportunities.

5%Yes

Analytics & Impact Measurement

Utilizes workforce, engagement, and performance data to inform strategies, measure effectiveness, and provide actionable insights to leaders and internal partners.

100% (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)

%

of time

Essential Function (Yes/No)

Key Responsibilities

(To be completed by Supervisor)

30%Yes

Strategic Business Partnership (Single Point of Contact)

Serves as the primary interface for HRBP's in assigned business units across Organizational Effectiveness, Engagement, Performance Management, Learning & Development, Talent, and Change. Partners with senior leaders to assess needs, set priorities, and deliver integrated solutions aligned to business strategy.

25%yes

Integration Across OE&T Functions

Acts as the central integrator across Organizational Effectiveness Consultants and functional leads in Learning & Development, Talent, Engagement, Performance Management, and Change. Ensures alignment, consistency, and effective sequencing of initiatives; translates enterprise frameworks into cohesive, business-specific solutions.

15%Yes

Organizational Effectiveness & Design

Leads organizational assessments, design, and effectiveness initiatives, including operating models, team effectiveness, and decision-making frameworks. Identifies root causes and implements sustainable improvements aligned with strategic goals.

10%Yes

Leadership Development & Performance Management

Partners with Learning & Development and Performance Management leads to implement leadership strategies, strengthen manager capability, and drive effective performance practices that align with organizational goals.

10%Yes

Engagement, Culture & Change

Leads engagement and change efforts tied to business priorities. Connects engagement insights and culture priorities to leadership behaviors and change strategies to drive adoption and sustained impact.

5%Yes

Workforce & Talent Strategy Alignment

Aligns workforce planning, succession, and talent strategies with business needs in partnership with internal talent leads, identifying risks and pipeline opportunities.

5%Yes

Analytics & Impact Measurement

Utilizes workforce, engagement, and performance data to inform strategies, measure effectiveness, and provide actionable insights to leaders and internal partners.

100% (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)