Remote Human Organizational Development Jobs in Spring, TX

Welcome to the intersection of energy and home services. At NRG, we’re all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers’ lives easier—helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company.

We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society.

More information is available at www.nrg.com. Connect with NRG on Facebook, Instagram, LinkedIn and X.

The Organizational Development Partner (ODP) serves as a strategic consultant and trusted advisor to Consumer business leaders, partnering to improve organizational effectiveness, leadership capability, team performance, talent readiness, and change adoption. This role collaborates closely with Consumer Leadership Teams, Talent Business Partners, Talent Management, Learning & Development, and other Centers of Excellence to design and implement scalable solutions that align people strategies with business priorities and measurable outcomes.

The ODP helps build organizational capability by enabling leaders and teams to effectively navigate change, strengthen talent pipelines, improve engagement, accelerate performance, and cultivate a high-performing culture that supports Consumer business objectives. This role operates as part of an agile Organizational Development team and reports to the Vice President, Leadership, Talent & Organizational Development to provide proactive, data-informed organizational consulting and support.

Key Responsibilities

Strategic Organizational Consulting

• Partner with Consumer leaders to diagnose organizational opportunities and challenges using data, stakeholder insights, and organizational effectiveness principles.
• Provide consultation on organizational design, team effectiveness, leadership alignment, workforce planning, culture, and change initiatives.
• Facilitate leadership team sessions, planning meetings, offsites, and workshops to improve business performance and team effectiveness.
• Translate business priorities into people strategies and development solutions that drive measurable business outcomes.

Leadership & Team Effectiveness

• Design and facilitate interventions that strengthen leadership capability, accountability, collaboration, decision-making, and execution.
• Support leadership teams in establishing clear priorities, operating rhythms, ways of working, and organizational effectiveness practices.
• Coach leaders on organizational dynamics, change leadership, talent development, and team performance.

Talent Strategy & Readiness

• Partner with Talent Business Partners and Talent Management teams to support talent reviews, succession planning, talent readiness, and development planning.
• Identify talent risks and opportunities and recommend actions to strengthen leadership benches and critical talent pipelines.
• Support implementation of enterprise talent processes within the Consumer business.

Change Management & Transformation

• Lead and support organizational change initiatives, including mergers, restructuring, technology transformations, process changes, and cultural shifts.
• Develop change strategies, stakeholder engagement plans, leadership communications, and adoption approaches that accelerate business results.
• Monitor organizational adoption and effectiveness metrics and recommend adjustments as needed.

Employee Experience & Engagement

• Analyze engagement, culture, and workforce data to identify trends and opportunities.
• Partner with leaders to create actionable plans that improve employee engagement, leadership effectiveness, and team performance.
• Support enterprise initiatives that strengthen organizational health and employee experience.

Collaboration & Partnership

• Collaborate with Leadership Development, Learning & Development, Talent Management, Change Management, and Talent Business Partners to deliver integrated talent solutions.
• Connect business needs to enterprise programs, resources, and solutions.
• Serve as a strategic thought partner across the broader Talent, Leadership & Organizational Development function.

Qualifications

• Bachelor's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Business, Leadership, or related field preferred.
• 7+ years of experience in Organizational Development, Talent Management, Human Resources, Consulting, Organizational Effectiveness, or related disciplines.
• Experience partnering with senior leaders on complex organizational challenges.
• Experience facilitating executive and leadership team discussions.
• Strong analytical, consulting, influencing, and stakeholder management skills.
• Demonstrated experience leading organizational change initiatives.

• Master's degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, Business Administration, or related field preferred.
• Organizational design, change management, coaching, or assessment certifications.
• Experience supporting consumer-facing or customer-centric organizations.

Success Profile

The successful Consumer Organizational Development Partner will:

• Build trusted relationships with Consumer leaders and stakeholders.
• Proactively identify opportunities to improve organizational effectiveness and business performance.
• Leverage data and insights to guide decisions and measure impact.
• Balance strategic thinking with practical execution.
• Influence without formal authority and navigate complex stakeholder environments.
• Drive sustainable solutions that strengthen leadership, talent, culture, and organizational capability.
• Connect talent and organizational development initiatives directly to Consumer business outcomes and priorities.

Key Outcomes

• Improved leadership effectiveness and team performance.
• Increased talent readiness and succession depth.
• Higher employee engagement and organizational health.
• Successful adoption of organizational and business transformations.
• Strong alignment between talent strategy and Consumer business objectives.
• Scalable, repeatable organizational development practices that strengthen long-term business capability.

NRG Energy is committed to a drug and alcohol-free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability. Level, Title and/or Salary may be adjusted based on the applicant's experience or skills.

EEO is the Law Poster (The poster can be found at http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf)

Official description on file with Talent.

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