Remote Human Organizational Development Jobs in Oregon

Overview

Our State Government Practice Group (SGPG) is seeking an experienced Organizational Development (OD) and Human Resources (HR) Consultant practitioner with deep expertise in Human Resources consultation, strategic HR assessment, organizational assessment, workforce and service delivery analysis, and actionable improvement planning. This role will help state government clients assess HR functions, organizational structures, staffing models, business processes, workplace culture, and operational effectiveness, with a particular focus on helping clients evolve HR from primarily administrative and transactional functions into strategic, consultative, business-aligned partners that support organizational priorities and workforce outcomes.

You will leverage your OD and HR consulting expertise to help clients understand current-state strengths, gaps, risks, and opportunities across HR operations, organizational design, service delivery, workforce practices, and culture. You will bring strong consulting skills, excellent analytical and facilitation capabilities, and the ability to develop clear, evidence-informed deliverables that help clients reposition HR as a strategic advisor to leadership rather than a primarily administrative support function.

This role may work remotely from anywhere in the United States or near one of our national office locations.

Travel expectation: Approximately 50% travel to client sites to support discovery, involved party engagement, assessment activities, facilitation sessions, presentations, and other project activities.

You Will

As an OD Consultant, you will:

• Conduct strategic Human Resources assessments that evaluate HR structure, capacity, processes, policies, service delivery, compliance considerations, and opportunities to shift HR from primarily administrative and transactional work toward a more strategic, consultative, proactive partnership with leadership.
• Lead organizational assessments that examine organizational structure, staffing models, roles and responsibilities, governance, workflows, culture, employee experience, and operational effectiveness.
• Design and execute assessment approaches that include document review, data analysis, interviews, listening sessions, surveys, focus groups, working sessions, and other involved party engagement methods.
• Analyze qualitative and quantitative information to identify key themes, strengths, gaps, risks, root causes, service delivery issues, and priority opportunities for improvement.
• Develop clear, actionable deliverables, including assessment approach summaries, findings and gap summaries, organizational assessment reports, HR assessment reports, recommendations, implementation roadmaps, and presentation materials.
• Assess the maturity of HR functions and recommend strategies, operating models, role clarity, governance practices, and service delivery improvements that enable HR teams to move beyond administrative processing and deliver higher-value strategic consultation.
• Partner with clients and internal teams to co-create practical HR, OD, organizational design, service delivery, and workforce improvement strategies that strengthen HR's ability to provide strategic consultation, anticipate workforce needs, influence organizational decisions, and reduce unnecessary administrative burden.
• Facilitate meetings, working sessions, validation discussions, and leadership briefings that help clients understand findings, weigh options, and align on priority next steps.
• Build and maintain strong relationships with clients, helping to ensure clarity of expectations, quality of delivery, confidentiality, and consistent progress updates.
• Track, evaluate, and report on assessment progress, deliverable status, emerging risks, and project milestones to internal and client interested parties.
• Identify and address risks, issues, or barriers related to HR operations, organizational alignment, culture, service delivery, workforce practices, and implementation readiness.

As an SGPG team member, you will:

• Support business development efforts by helping scope HR consultation and organizational assessment engagements, contributing to proposals, and sharing HR, OD, organizational design, and assessment subject-matter expertise.
• Contribute to practice growth through thought leadership, such as writing HR and organizational assessment-focused content, presenting at conferences, or participating in client development meetings.

You Have

• A minimum of seven (7) years of experience providing HR consultation, organizational assessment, organizational development, workforce analysis, service delivery assessment, or related management consulting services.
• Formal education or certifications in Human Resources, Organizational Development, Industrial/Organizational Psychology, Public Administration, Business Administration, change management, or related fields preferred.
• Deep expertise in at least three of the following areas: strategic HR assessment, HR transformation, HR operating model design, HR service delivery, organizational assessment, organizational design, workforce planning, staffing analysis, process improvement, employee experience, culture assessment, change management, or strategic planning.
• Demonstrated ability to design and conduct assessment activities, synthesize qualitative and quantitative findings, identify practical recommendations, and develop clear implementation roadmaps.
• Strong consultation, facilitation, interviewing, analytical thinking, communication, and relationship-building skills.
• Proven ability to manage multiple assignments, balance competing priorities, protect confidentiality, and deliver high-quality results.
• Strong writing, presentation, and communication skills with the ability to convey complex assessment findings, risks, options, and recommendations simply and effectively.
• Proficiency in Microsoft applications, including MS Project.

Compensation Details

The base salary range targeted for this role is $110,000 - $130,000. This salary range represents BerryDunn's good faith and reasonable estimate of the range of possible compensation at the time of posting. If an applicant possesses experience, education, or other qualifications in excess of the minimum requirements for this posting, that applicant is encouraged to apply, and a final salary range may then be based on those additional qualifications; compensation decisions are dependent on the facts and circumstances of each case. The salary of the finalist selected for this role will be based on a variety of factors, including but not limited to, years of experience, depth of experience, seniority, merit, education, training, amount of travel, and other relevant business considerations.

BerryDunn Benefits & Culture

Our people are what make BerryDunn special, and in return we strive to support our employees and help them thrive. Eligible employees have access to benefits that go beyond what's expected to support their physical, mental, career, social, and financial well-being. Visit our website for a complete list of benefits and a look into our culture: Experience BerryDunn.

We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process or perform essential job functions. Please contact careers@berrydunn.com to request an accommodation.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

 

About BerryDunn

BerryDunn is the brand name under which Berry, Dunn, McNeil & Parker, LLC and BDMP Assurance, LLP, independently owned entities, provide services. Since 1974, BerryDunn has helped businesses, nonprofits, and government agencies throughout the US and its territories solve their greatest challenges. The firm's tax, advisory, and consulting services are provided by Berry, Dunn, McNeil & Parker, LLC, and its attest services are provided by BDMP Assurance, LLP, a licensed CPA firm. 

BerryDunn is a client-centered, people-first professional services firm with a mission to empower the meaningful growth of our people, clients, and communities. Led by CEO Sarah Belliveau, the firm has been recognized for its efforts in creating a diverse and inclusive workplace culture, and for its focus on learning, development, and well-being. Learn more at berrydunn.com.

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