HR Strategy Enablement Consultant - Job Architecture

About the role

This role is a senior individual contributor within People and Culture Strategy and Initiatives that partners with HR Business Partners, Centers of Excellence, and senior leaders to translate enterprise people and culture priorities into practical strategies, frameworks, implementation plans, and measurable outcomes.

Responsibilities

• Ensure the development, governance, and ongoing maintenance of the enterprise job and skills architecture.
• Serve as the accountable program lead for the enterprise job and skills architecture roadmap, including design, implementation, governance, continuous improvement, and stakeholder adoption.
• Partner with Compensation to ensure job architecture supports internal equity, market alignment, job evaluation, pay transparency readiness, and consistent leveling practices.
• Partner with HRIS, Workday, and HR Analytics teams to improve job data quality, maintain job definition attributes, and support dashboards, reporting, and governance routines.
• Partner with Learning and Development and other COEs to build change capability, manager enablement resources, and repeatable methods that can scale across the organization.
• Prepare concise, business-focused materials for senior leaders, including recommendations, decision papers, implementation updates, risk summaries, and adoption measures.
• Use workforce data, survey results, performance indicators, adoption metrics, and stakeholder feedback to diagnose issues and evaluate whether initiatives are achieving intended outcomes.
• Define success measures and sustainment routines for assigned initiatives, including progress reporting, adoption tracking, lessons learned, and continuous improvement actions.
• Translate data and insights into practical recommendations that leaders can act on, avoiding unnecessary complexity or HR jargon.
• Ensure that strong documentation, governance materials, and reusable tools are developed and maintained so enterprise approaches remain consistent, current, and easy to apply.

Qualifications

• Minimum 8 years of progressive experience in Human Resources, organizational development, organization effectiveness, change management, HR strategy, talent, or transformation-related work.
• Experience leading complex, cross-functional initiatives that require stakeholder alignment, behavior change, implementation planning, and measurable outcomes.
• Practical experience with organization design, change management, performance enablement, workforce planning, process improvement, or operating model work.
• Experience with implementing, or maintaining job architecture, job leveling, job families, job profiles, career frameworks, skills frameworks, or related workforce architecture practices.
• Strong understanding of the relationship between job architecture, compensation, talent acquisition, performance, learning, career development, internal mobility, workforce planning, and HR technology.
• Experience working with HRIS or Workday job data, including job profiles, job families, management levels, position data, or related workforce attributes.
• Advanced spreadsheet and data analysis skills; ability to work with semi-structured workforce data and translate patterns into practical recommendations.

Skills

• Strong consulting, facilitation, and influence skills, with the ability to partner effectively with HRBPs, COEs, senior leaders, and project teams.
• Strong analytical skills, including the ability to synthesize workforce data, stakeholder input, benchmarks, and business context into clear recommendations.
• Excellent written and verbal communication skills, including the ability to create executive-ready presentations, leader resources, playbooks, and decision materials.
• Demonstrated ability to operate with ambiguity, manage multiple priorities, structure complex work, and deliver high-quality outcomes with limited direction.

Benefits

The salary range displayed has not been adjusted for geographical location. This range has been created in good faith based on information known to Capital Blue Cross at the time of posting and may be modified in the future. Capital Blue Cross offers a comprehensive benefits package including Medical, Dental & Vision coverage, a Retirement Plan, generous time off including Paid Time Off, Holidays, and Volunteer time off, an Incentive Plan, Tuition Reimbursement, and more.

Pay

Base pay is influenced by several factors including a candidate’s qualifications, relevant experience, and anticipated contributions to meet the needs of the business, along with internal pay equity and external market driven rates.

Schedule

This position is classified hybrid, which requires onsite work on Tuesdays and Wednesdays.

Physical Demands

While performing the duties of the job, the employee is frequently required to sit, use hands and fingers, talk, hear, and see. The employee must occasionally lift and/or move up to 5 pounds.

About Us

We recognize that work is a part of life, not separate from it, and foster a flexible environment where your health and wellbeing are prioritized. At Capital you will work alongside a caring team of supportive colleagues, and be encouraged to volunteer in your community. We value your professional and personal growth by investing heavily in training and continuing education, so you have the tools to do your best as you develop your career. And by doing your best, you’ll help us live our mission of improving the health and well-being of our members and the communities in which they live.

Capital Blue Cross is an independent licensee of the Blue Cross Blue Shield Association. We are an equal opportunity employer and do not discriminate on the basis of race, color, religion, national origin, gender, sexual orientation, gender identity, age, genetic information, physical or mental disability, veteran status, or marital status, or any other status protected by applicable law.