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Job Title: Senior Organizational Effectiveness Consultant – Corporate Services Assessment
Location: Merrillville, IN
Work Model: Remote with travel to client site required
Rate: $130–$140/hour
Contract Length: September 1, 2026 – November 30, 2026
Hours: Part-time, approximately 20 hours/week
Project Duration: Initial 90-day assessment effort

We are seeking an experienced Senior Organizational Effectiveness Consultant to lead a corporate services organizational assessment for a hospitality client. This engagement will evaluate the structure, operating effectiveness, process maturity, headcount alignment, and talent considerations across the client’s headquarters corporate services functions.

The consultant will work closely with executive HR leadership and senior business stakeholders to assess how the organization is currently structured, how work is performed across key corporate functions, and where opportunities may exist to improve efficiency, effectiveness, scalability, and leadership clarity. The scope will include interviews with the CEO and department leaders, functional benchmarking, spans and layers analysis, process inventory, process maturity assessment, and a high-level review of talent risk or succession gaps.

The ideal consultant will bring strong experience in organizational design, operating model assessment, shared services evaluation, process maturity analysis, executive stakeholder interviews, and benchmarking. This role is well suited for a senior consultant who can quickly structure an assessment, facilitate executive conversations, analyze organizational and process data, and deliver practical recommendations to leadership.

• Lead the planning and execution of a corporate services organizational assessment.
• Facilitate project kickoff sessions and discovery meetings with executive and functional leaders.
• Conduct interviews with the CEO, CHRO, and heads of departments across corporate services functions.
• Assess how corporate services teams support a distributed hospitality operating model across hotel locations.
• Gather and synthesize information related to structure, headcount, roles, decision-making, process ownership, and performance.

• Assess corporate functions including, but not limited to:
  • Human Resources
  • Finance
  • Supply Chain
  • Accounting
  • Legal
  • Aviation
  • Information Technology
  • Other headquarters corporate services teams as needed
• Evaluate how each function is organized, staffed, governed, and connected to the broader business.
• Identify areas of duplication, role ambiguity, capacity constraints, or operating model misalignment.

• Conduct headcount benchmarking across corporate services functions.
• Compare functional staffing levels against relevant industry benchmarks and external best practices.
• Support spend comparisons where data is available and relevant.
• Analyze whether current staffing and cost structures appear aligned to organizational size, business model, and service expectations.
• Translate benchmarking findings into clear, practical insights for leadership.

• Analyze organizational spans and layers across leadership and functional teams.
• Assess reporting structures, management depth, direct report ratios, and organizational complexity.
• Identify opportunities to simplify structures, improve accountability, and reduce unnecessary layers where appropriate.
• Compare leadership structures to common best practices for flatter, more efficient organizations.

• Develop an inventory of key business processes within each corporate services function.
• Evaluate process maturity across dimensions such as documentation, ownership, training, consistency, measurement, and continuous improvement.
• Assess whether processes are known, documented, current, trained, measured, and actively improved.
• Identify gaps in process governance, standardization, documentation, and performance management.

• Assess how well key corporate services processes are performing.
• Review available performance metrics, service levels, cycle times, quality measures, or other relevant indicators.
• Benchmark process performance against industry data where available.
• Identify opportunities to improve process efficiency, service quality, accountability, or measurement discipline.

• Conduct a high-level talent assessment where appropriate to identify key-person risk, succession gaps, or critical roles without ready backfill.
• Identify areas where performance concerns may be driven by organizational capacity, role clarity, process maturity, or talent capability.
• Provide leadership with practical insights related to talent depth, organizational risk, and potential follow-on needs.
• Identify possible future opportunities for leadership coaching, role redesign, capability development, or talent replacement support.

• Synthesize interview findings, data analysis, benchmarking, process maturity insights, and talent observations.
• Develop clear executive-ready deliverables that summarize findings, risks, opportunities, and recommended actions.
• Present recommendations in a practical and prioritized format.
• Identify potential quick wins, medium-term improvements, and longer-term organizational effectiveness opportunities.
• Support leadership discussions around implementation considerations and potential follow-on work.

• Project kickoff materials and stakeholder interview plan
• Executive and department leader interview summaries
• Corporate services organizational structure assessment
• Headcount and spend benchmarking analysis
• Spans and layers analysis
• Functional process inventory
• Process maturity assessment
• Process performance and metrics review
• High-level talent and succession risk summary
• Executive findings and recommendations presentation
• Prioritized roadmap for improvement opportunities

• 10+ years of experience in organizational effectiveness, organizational design, management consulting, operating model assessment, corporate services transformation, or related advisory work.
• Experience leading organizational assessments for executive stakeholders.
• Strong background conducting stakeholder interviews with senior leaders and synthesizing findings into actionable recommendations.
• Experience assessing corporate functions such as HR, finance, accounting, legal, supply chain, IT, or shared services.
• Strong understanding of spans and layers analysis, headcount benchmarking, operating model design, and organizational structure evaluation.
• Experience building process inventories and evaluating process maturity, documentation, governance, training, and performance measurement.
• Strong analytical skills with ability to interpret organizational, process, headcount, spend, and performance data.
• Excellent executive communication, facilitation, presentation, and written communication skills.
• Ability to work independently in a part-time consulting capacity while driving progress against a compressed 90-day timeline.

• Experience supporting hospitality, lodging, restaurant, retail, or distributed service organizations.
• Experience evaluating headquarters / corporate services teams that support distributed field operations.
• Experience with shared services, G&A benchmarking, or corporate function optimization.
• Experience with talent assessment, succession risk, leadership capability assessment, or workforce planning.
• Prior experience working directly with CHROs, CEOs, and executive leadership teams.
• MBA, Master’s degree in Organizational Development, Human Resources, Business, or related field preferred.
• Certifications in organizational design, change management, process improvement, or HR strategy are a plus.

• Organizational Effectiveness
• Organizational Design
• Corporate Services Assessment
• Operating Model Review
• Spans & Layers Analysis
• Headcount Benchmarking
• Process Maturity Assessment
• Executive Stakeholder Interviews
• Shared Services Evaluation
• Talent & Succession Risk Assessment
• Data-Driven Recommendations
• Executive Presentation Development

The ideal consultant is a senior organizational effectiveness advisor who can quickly bring structure to an ambiguous assessment, engage credibly with executive leaders, and translate qualitative and quantitative findings into practical recommendations. They are comfortable evaluating corporate functions, assessing process maturity and organizational structure, benchmarking headcount and spend, and identifying where operating model, process, or talent gaps may be limiting performance. They should be polished, independent, analytical, and capable of delivering executive-ready work within a focused 90-day engagement.