Job Summary:

Job Description:

• Diagnoses organizational, team, role, and process gaps in structure, capability, and culture, and designs solutions spanning workflow, roles, spans/layers, and strategic workforce planning to improve organizational alignment and operational efficiency.

• Leads change readiness assessments, stakeholder analysis, and communication/enablement planning, and guides leaders and teams through transitions via coaching, facilitation, and resistance management to sustain adoption during transformation and culture-shift initiatives.

• Delivers leadership development programs, workshops, and coaching aligned to enterprise leadership models — including 360/succession-planning facilitation and L&D-partnered targeted development — to build manager capability in team performance, communication, and decision-making.

• Partners with HRBPs to strengthen the talent lifecycle — performance management, succession, career pathing, and engagement — and analyzes talent/culture/engagement data to surface trends and recommend interventions that reinforce enterprise culture and values.

• Leverages organizational, talent, and performance data to inform diagnosis and develops dashboards and insight reports to guide executive decision-making and measure OD impact.

• Serves as a trusted advisor to leaders — bringing data, insights, and OD consulting methodology to strategic conversations — and partners with HRBPs, Talent, L&D, Strategy, and Operations to drive integrated, adopted solutions across the enterprise.

• Interprets, applies, and reinforces company policies, procedures, and standards, ensuring robust compliance with all applicable laws, industry regulations, and internal governance requirements.

• Participates in storm restoration tasks and assigned drills to contribute to the safe and reliable recovery of services.

• Performs additional responsibilities aligned with senior‑level expertise and organizational needs, contributing to strategic projects, team development, and enhanced operational flexibility.

Supervisory responsibilities: No

Additional Job Description:

Education

• Bachelor’s degree in a relevant field, such as organizational development, organizational psychology, human resources, or business-related discipline. Master’s Degree is preferred.

Experience

• 6 years' progressive human resources experience with functional responsibilities described, and working with data collection, analysis and interpretation; with at least 3 years’ dedicated experience in organizational development, organizational design, change management or leadership development. 

• Experience leading complex, cross‑functional projects or programs with organizational impact.
• Experience developing strategic solutions, frameworks, or governance models that align with business goals.
• Demonstrated expertise as the primary subject‑matter advisor, providing high‑impact consultation to senior leaders, internal partners, and external stakeholders.

Additional experience may substitute for required education when it aligns with the competencies and knowledge necessary for the role:

• Master’s degree in a relevant field may substitute when accompanied by a minimum of 3 years of progressive experience in functional area responsibilities, and working with data collection, analysis and interpretation in large and complex organizations, with dedicated experience in organizational development, organizational development, organizational design, change management or leadership development. 

Competencies (Skills)

• Change Management: Ability to assess readiness, analyze stakeholder impact, and guide teams through organizational transitions using structured change and resistance‑management strategies.
• Interpersonal Skills: Builds trusting relationships and collaborates effectively with leaders and cross‑functional partners.
• Leadership Development: Designs and delivers leadership programs, coaching, and capability‑building initiatives to enhance managerial effectiveness and team performance.
• Presentation & Public Speaking: Facilitates workshops, delivers leadership content, and presents insights and recommendations to executives with clarity and impact.
• Business Acumen: Applies understanding of organizational strategy, workforce dynamics, and operational priorities to shape OD recommendations and talent interventions.

Licenses/Certifications

Required:

• Valid driver’s licenses

Preferred:

• Certifications such as Prosci, HRCI, SHRM, or coaching credentials

Travel Requirements

• 20%

Physical Demands

• Stationary Position:     Constantly
• Pushing/ Pulling/ Reaching:     Seldom
• Kneel    Seldom
• Grab    Seldom
• Bend:    Seldom
• Lift/Carry over:    0 - 15 pounds
• Vision     
• Hearing    

Working Conditions ​

• Wet or humid    Seldom
• Working near or on moving mechanical parts    Never
• Working near or on heavy machinery    Never
• Working in high places    Never
• Exposed to fumes or airborne particles    Never
• Frequency of working in outdoor weather conditions    Seldom
• Work with electricity    Never
• Loud noise conditions    Seldom

LUMA Energy is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, military status, disability, or any other characteristic protected by federal or local laws.