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Leadership Development Consultant Jobs in Kansas

Aspen Contracting

Outside Sales Consultant

Topeka, KS · On-site

$50K - $200K/yr

Outside Sales Consultant Department: Sales Employment Type: Full Time Location: 496 Topeka KS ... We invest in our employees through paid training, leadership development, and opportunities for ...

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All JobsLeadership Development Consultant JobsLeadership Development Consultant Jobs in Kansas

Leadership Development Consultant information

See Kansas salary details

$20.5K

$58.1K

$107.9K

How much do leadership development consultant jobs pay per year?

As of Aug 13, 2026, the average yearly pay for leadership development consultant in Kansas is $58,131.00, according to ZipRecruiter salary data. Most workers in this role earn between $25,000.00 and $86,100.00 per year, depending on experience, location, and employer.

What is a leadership development consultant?

A leadership development consultant provides advice and direction to an organization or company to develop better leaders among the workers or members. You provide direction not only to those with official leadership roles, but also identify team members or workers who have the ability to enhance the organizational productivity and engagement of their coworkers. As a consultant, your duties also include identifying problem areas, discussing short- and long-term goals with management, designing plans to increase leadership capabilities, updating corporate culture, and observing workplaces to identify potential new leaders and come up with new recommendations for methods to expand leadership development.

What does a leadership development consultant do?

A Leadership Development Consultant helps organizations identify, nurture, and grow leadership talent within their teams. They assess current leadership capabilities, design training programs, and provide coaching to enhance leadership effectiveness. These consultants may also advise on succession planning and help implement strategies to build a strong leadership pipeline, ensuring the organization is prepared for future challenges.

What is the difference between Leadership Development Consultant vs Training Specialist?

AspectLeadership Development ConsultantTraining Specialist
CredentialsBachelor’s degree; often advanced degrees in HR, psychology, or related fieldsBachelor’s degree; certifications like CPT, CST may be preferred
Work EnvironmentConsulting firms, corporate HR departments, or freelanceCorporate training departments, educational institutions, or private companies
Employer & Industry UsageUsed across industries focusing on leadership growth and organizational developmentCommon in corporate, educational, and nonprofit sectors for skill development

While both roles focus on employee development, a Leadership Development Consultant specializes in designing and implementing leadership programs, whereas a Training Specialist concentrates on delivering specific training sessions and skill-building workshops. The consultant often works on strategic leadership initiatives, while the specialist handles day-to-day training activities.

How does a leadership development consultant typically collaborate with organizational leaders to tailor training programs?

Leadership Development Consultants work closely with senior executives, HR teams, and department heads to assess the unique leadership needs of an organization. This often involves conducting interviews, surveys, and workshops to identify skill gaps and business objectives. Consultants then design and customize training modules or coaching sessions that align with the company’s culture and strategic goals. Frequent communication and feedback loops with stakeholders ensure the programs remain relevant and effective throughout implementation.

What are the key skills and qualifications needed to thrive as a leadership development consultant, and why are they important?

To thrive as a Leadership Development Consultant, you need a strong background in organizational development, adult learning principles, and leadership theory, often supported by a relevant degree and experience in HR or consulting. Familiarity with assessment tools like Myers-Briggs, 360-degree feedback systems, and learning management software is typically required. Outstanding facilitation, communication, and relationship-building skills help consultants engage leaders and influence change effectively. These skills and qualities are crucial for designing impactful programs that drive leadership growth and organizational success.
More about Leadership Development Consultant jobs

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For Leadership Development Consultant jobs in Kansas, the most frequently searched job titles are:

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Leadership Development Consultant jobs near you
Infographic showing various Leadership Development Consultant job openings in Kansas as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $58,131 per year, or $27.9 per hour.

Consultant Workforce Development and Optimization - Workforce Optimization - FT - Day

Stormont Vail Health

Topeka, KS • On-site

Full-time

Re-posted 10 days ago

Stormont Vail Health rating

6.0

Company rating: 6.0 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

748th of 887 rated healthcare providers

Job description

Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Consultant works collaboratively with assigned leadership groups to achieve key workforce strategies at the system and department levels. The Senior Consultant is differentiated from the non-senior role as follows: • Supports a more complex client group that requires heightened levels of support • May primarily support executive level clients vs director level • Operates in a more highly independent manner with minimal guidance from leadership • Is more capable of managing projects independently as well as collaboratively • More proactively identifies client needs and develops recommended solutions • Demonstrates and applies unique skills and brings unique experiences to the role
Education Qualifications
  • Bachelor's Degree in Business Administration, Human Resources or related field. Required
  • Master's Degree Preferred

Experience Qualifications
  • 5 years Human Resource experience (Manager, Specialist, Generalist, etc.) focused on organizational design, employee relations, compensation, benefits, change management, talent management and/or recruitment/retention activities. Required
  • Healthcare Experience Preferred
  • Experience successfully conducting consultative work in an organization with multiple stakeholders that include matrix relationships and reporting structures. Preferred

Skills and Abilities
  • Broad HR generalist knowledge, demonstrated by applied experience in multiple core HR functional areas.
  • Strong understanding of the organization's financial position, strategic plan, labor demands, operational landscape and ability to apply knowledge to guide people-related decisions and plans.
  • Demonstrated ability to use data to drive decision making and action. Excellent written and verbal communication skills.
  • Excellent training development and delivery skills.
  • Ability to build trusting and collaborative relationships with business leaders and the HR team.
  • Ability to maintain professional composure, confidence and effectiveness under pressure and changing conditions in a rapidly changing and fluid environment.
  • Strong team player who works collaboratively and willingly shares information, facilitates discussion and resolution of different viewpoints while promoting teamwork.
  • Ability to effectively work within an ambiguous work environment while exhibiting adaptability and flexibility in response to business priorities and initiatives.
  • General knowledge of all HR systems (e.g., Workday, API, etc.) and how they are utilized to support business outcomes.
  • Demonstrated ability to influence and coach leaders at all levels to create positive business outcomes.
  • Proven ability to prioritize and multi-task.
  • Energetic self-starter with a passion for their work. A highly engaged "hands on" team player who "owns" their business.

Licenses and Certifications
  • HR Certification Preferred

What you will do
  • Consults with operational leaders and HR subject matter experts to further the strategic goals of the organization related to People.
  • Assists assigned leadership groups to achieve excellence in People related to goals and tactics.
  • Leads effective roll-out of key projects in assigned areas, including but not limited to leadership development, leadership pipeline growth, employee engagement, recruitment and retention, performance management, and staff development.
  • Conducts in-depth analysis of workforce data, proactively identifying issues and solutions.
  • Serves as a trusted advisor and consultant, supporting efforts aligned with SVH People strategies and tactics.
  • Provides consistent interpretation and implementation of HR policies and procedures.
  • Maintains and applies general knowledge of legal requirements related to management of employees.
  • Builds and maintains effective working relationships with leaders, HR team members, and other key partners within the organization.
  • Understands business objectives and supports goals through the effective application of talent management practices.
  • Handles other projects, duties and responsibilities as assigned.

Travel Requirements
  • 5%

Required for All Jobs
  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
  • Performs other duties as assigned

Patient Facing Options
  • Position is Not Patient Facing

Remote Work Guidelines
  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
  • Stable access to electricity and a minimum of 25mb upload and internet speed.
  • Dedicate full attention to the job duties and communication with others during working hours.
  • Adhere to break and attendance schedules agreed upon with supervisor.
  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability
  • Hybrid

Scope
  • No Supervisory Responsibility
  • No Budget Responsibility No Budget Responsibility

Physical Demands
  • Balancing: Rarely less than 1 hour
  • Carrying: Rarely less than 1 hour
  • Climbing (Stairs): Rarely less than 1 hour
  • Driving (Automatic): Rarely less than 1 hour
  • Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
  • Feeling: Rarely less than 1 hour
  • Grasping (Fine Motor): Frequently 3-5 Hours
  • Grasping (Gross Hand): Occasionally 1-3 Hours
  • Handling: Rarely less than 1 hour
  • Hearing: Occasionally 1-3 Hours
  • Kneeling: Rarely less than 1 hour
  • Lifting: Rarely less than 1 hour
  • Operate Foot Controls: Rarely less than 1 hour
  • Pulling: Rarely less than 1 hour
  • Pushing: Rarely less than 1 hour
  • Reaching (Forward): Rarely less than 1 hour
  • Reaching (Overhead): Rarely less than 1 hour
  • Repetitive Motions: Frequently 3-5 Hours
  • Sitting: Continuously greater than 5 hours
  • Standing: Occasionally 1-3 Hours
  • Talking: Frequently 3-5 Hours
  • Walking: Rarely less than 1 hour

Working Conditions
  • Dusts: Rarely less than 1 hour
  • Extreme Temperatures: Rarely less than 1 hour
  • Noise/Sounds: Occasionally 1-3 Hours
  • Other Atmospheric Conditions: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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