Overview: AARP is the nation's largest nonprofit, nonpartisan organization dedicated to empowering people 50 and older to choose how they live as they age. With a nationwide presence and nearly 38 million members, AARP strengthens communities and advocates for what matters most to families: health security, financial stability and personal fulfillment. AARP also produces the nation's largest circulation publications: AARP The Magazine and AARP Bulletin. Human Resources is responsible for developing, implementing, and maintaining AARP enterprise-wide human resource strategies, initiatives, policies, procedures and related systems. This includes employee compensation and benefits, organization design and integration, talent acquisition, talent development and employee relations. The VP, Organizational Design & HR Consulting leads and collaborates with teams to develop and implement human capital initiatives and programs that have organization-wide impact. This person is expected to drive projects and programs that enhance organizational performance, effectiveness, workforce engagement/experience, and culture. You will partner with HR leaders to bring new insights, innovations, and connections (internal and external) that contribute to people strategy development and support AARP initiatives. This person will collaborate with leaders across functions to identify organizational and talent needs/challenges and creates solutions with a data-driven focus that set priorities for improvements aligned to the strategic vision. Responsibilities: Provides leadership and supervisory oversight to the Organizational Design and HR Consulting team, providing thought leadership to OD-related strategies and employment programs to enhance organizational performance, effectiveness, workforce engagement/experience, and culture.Oversees an HR Business Partner/Employee Relations team, supporting the human capital strategy for the organization. Works closely with legal counsel to address employee and/or manager relations/development issues. Collaborates with teams to develop and implement human capital initiatives and programs that have organization-wide impact. Leverage expertise to help leaders assess current state and design future state operating models and where applicable, coaching them through a transformation journey; including defining strategy, aligning capabilities, assessing talent and job design, and developing governance models to help drive effective decision-making.Anticipates implications of business strategies and translates these into pragmatic solutions that contribute to enterprise success. Identifies innovative ways to support the business strategy and to develop clear and actionable steps. Develops design principles, methodologies, and policies/guidelines to manage organization design projects consistently and to mitigate risk. Supports the development of a strategic/operationally workforce planning capability and associated models; and with AARP and HR leaders integrate a workforce-planning system across the enterprise.Envisions and builds data dashboards to empower leaders to monitor and manage the and organizational design. Identifies trends, analyzes, and presents complex data from various sources (ie, HRIS, surveys, questionnaires, document review, industry benchmarks, observations, and stakeholder interviews) to understand workforce, gaps, needs, and potential opportunities and risks; communicate status updates to leadership based on data.Collaborates across the department to ensure effective delivery of capabilities that support the achievement of business and enterprise goals. Leverages centers of expertise within the department to deliver a full suite of services. Identifies and shares root causes of issues with relevant centers of expertise to shape strategy. Oversees change management to end-to-end transformation programs and new services for internal clients ensuring optimal change adoption. Qualifications: Bachelor's degree required, Master's degree or higher preferred in related field of organizational development or HR Management.10+ years of HR leadership experience, previous HRBP experience highly preferred.8+ years in a leadership capacity managing small-mid-sized teams of 6 or more.8+ years experience leading organizational development/design/workforce planning functions and programs across complex organizations.8+ years experience in managing large-scale transformation programs.Must be data-driven and demonstrate a critical thinking approach to problem-solving and design thinking.Must be expert in collecting, analyzing, and presenting data to predict workforce challenges and solutions.Broad and deep understanding of HR principles and practices required. Demonstrated experience with workforce planning, employee relations, talent management, and HR policies and compliance. Knowledge of federal, state and local HR laws and regulations required.Excellent communication and interpersonal skills, both written and oral. Must have a strong consultancy background and demonstrate confidence, credibility and influence when presenting to senior leaders.Highly collaborative, team-oriented, and strong consensus builder with confidence in interaction with senior stakeholders.Demonstrated ability to work well under pressure in ambiguous environments; able to manage and execute effectively on multiple, time-sensitive, and high-profile projects, with a keen sense of urgency.Demonstrated track record of building relationships, diagnosing issues, advising, influencing, and guiding senior leaders on the HR implications of business decisions related to aspects of people management and leadership.In-office/open office environment with the ability to work effectively surrounded by moderate noise.Flexible Work Arrangement (FWA)AARP observes Mondays and Fridays as telecommuting workdays, except for essential functions. Remote work and telecommuting can only be done within the United States and its territories.Compensation and BenefitsAARP offers a competitive compensation and benefits package including a 401(k); 100% company-funded pension plan; health, dental, and vision plans; life insurance; paid time off to include company and individual holidays, vacation, sick, caregiving, and parental leave; performance-based and peer-based recognition; tuition reimbursement; among others.Equal Employment OpportunityAARP is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. AARP does not discriminate on the basis of race, ethnicity, religion, sex, color, national origin, age, sexual orientation, gender identity or expression, mental or physical disability, genetic information, veteran status, or on any other basis prohibited by applicable law.