189 Organizational Psychology jobs in the United States

• Provide coaching and guidance through change management, new manager onboarding, team integration, and learning & development initiatives.
• Data-Driven Enablement: Proactively enable and outreach based on business needs, including performance management, AES action planning, feedback, and rewards planning.
• Cohort Insights: Leverage quantitative and qualitative data to inform focus areas and synthesize key themes to Business Partners (BPs) and Centers of Excellence (COEs) to address business and organizational needs.
• Manager Community Building: Foster collaboration and networking through Manager Connect platforms and forums.
• EX Program & Philosophy Amplification: Amplify EX programs and philosophies, providing aligned 1-to-many and 1-to-1 support during critical moments.
• Connector Role: Act as a bridge between the manager population and BPs, COEs, Employee Relations (ER), and Employee Resource Centers (ERC).

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• Minimum of 5-8 years of experience in HR consulting, HR business partnering, or related roles.
• Proven track record of driving (directly or indirectly) high-impact teams and enhancing performance management culture.
• Strong analytical skills and ability to leverage data for storytelling and insights.
• Excellent communication and interpersonal skills.
• Ability to work in a matrixed environment and manage multiple stakeholders.
• Experience in project management and delivering timely results.

• NextDeavor offers health, vision and dental benefits for contract employees
• Paid sick leave eligibility is contingent on state of residence
• Optional 401k Plan (excludes employer match)

Manager Support: Provide coaching and guidance through change management, new manager onboarding, team integration, and learning & development initiatives. Data-Driven Enablement: Proactively enable and outreach based on business needs, including performance management, AES action planning, feedback, and rewards planning. Cohort Insights: Leverage quantitative and qualitative data to inform.

Job ID: 25-10309 Job Title : HR Consultant
Location: San Jose, CA (Hybrid •2/3 days per week onsite)

Duration: 6 months

Contract Type: W2 only

Pay Rate: $72.00/Hour

Duties

• Manager Support: Provide coaching and guidance through change management, new manager onboarding, team integration, and learning & development initiatives.
• Data-Driven Enablement: Proactively enable and outreach based on business needs, including performance management, AES action planning, feedback, and rewards planning.
• Cohort Insights: Leverage quantitative and qualitative data to inform focus areas and synthesize key themes to Business Partners (BPs) and Centers of Excellence (COEs) to address business and organizational needs.
• Manager Community Building: Foster collaboration and networking through Manager Connect platforms and forums.
• EX Program & Philosophy Amplification: Amplify EX programs and philosophies, providing aligned 1-to-many and 1-to-1 support during critical moments.
• Connector Role: Act as a bridge between the manager population and BPs, COEs, Employee Relations (ER), and Employee Resource Centers (ERC).

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• Minimum of 5-8 years of experience in HR consulting, HR business partnering, or related roles.
• Proven track record of driving (directly or indirectly) high-impact teams and enhancing performance management culture.
• Strong analytical skills and ability to leverage data for storytelling and insights.
• Excellent communication and interpersonal skills.
• Ability to work in a matrixed environment and manage multiple stakeholders.
• Experience in project management and delivering timely results.

• Communication and Influence: Active listening, clear articulation, and inspiring change.
• Problem Solving and Analytical Thinking: Assessing issues effectively, developing solutions, and leveraging data-driven insights.
• Adaptability and Holistic Thinking: Comfort with ambiguity, cultural sensitivity, and connecting broader landscapes.
• Strategic and Matrix Partnerships: Understanding macro challenges, co-developing plans, and collaborating with diverse partners.
• HR Expertise and Leadership: Knowledge of HR policies, stakeholder management, and supporting managers through coaching.
• Project Management: Planning, organizing, and delivering timely results.

• Manager Support: Provide coaching and guidance through change management, new manager onboarding, team integration, and learning & development initiatives.
• Data-Driven Enablement: Proactively enable and outreach based on business needs, including performance management, AES action planning, feedback, and rewards planning.
• Cohort Insights: Leverage quantitative and qualitative data to inform focus areas and synthesize key themes to Business Partners (BPs) and Centers of Excellence (COEs) to address business and organizational needs.
• Manager Community Building: Foster collaboration and networking through Manager Connect platforms and forums.
• EX Program & Philosophy Amplification: Amplify EX programs and philosophies, providing aligned 1-to-many and 1-to-1 support during critical moments.
• Connector Role: Act as a bridge between the manager population and BPs, COEs, Employee Relations (ER), and Employee Resource Centers (ERC).

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• Minimum of 5-8 years of experience in HR consulting, HR business partnering, or related roles.
• Proven track record of driving (directly or indirectly) high-impact teams and enhancing performance management culture.
• Strong analytical skills and ability to leverage data for storytelling and insights.
• Excellent communication and interpersonal skills.
• Ability to work in a matrixed environment and manage multiple stakeholders.
• Experience in project management and delivering timely results.

• Communication and Influence: Active listening, clear articulation, and inspiring change.
• Problem Solving and Analytical Thinking: Assessing issues effectively, developing solutions, and leveraging data-driven insights.
• Adaptability and Holistic Thinking: Comfort with ambiguity, cultural sensitivity, and connecting broader landscapes.
• Strategic and Matrix Partnerships: Understanding macro challenges, co-developing plans, and collaborating with diverse partners.
• HR Expertise and Leadership: Knowledge of HR policies, stakeholder management, and supporting managers through coaching.
• Project Management: Planning, organizing, and delivering timely results.

• Manager Support: Provide coaching and guidance through change management, new manager onboarding, team integration, and learning & development initiatives.
• Data-Driven Enablement: Proactively enable and outreach based on business needs, including performance management, AES action planning, feedback, and rewards planning.
• Cohort Insights: Leverage quantitative and qualitative data to inform focus areas and synthesize key themes to Business Partners (BPs) and Centers of Excellence (COEs) to address business and organizational needs.
• Manager Community Building: Foster collaboration and networking through Manager Connect platforms and forums.
• EX Program & Philosophy Amplification: Amplify EX programs and philosophies, providing aligned 1-to-many and 1-to-1 support during critical moments.
• Connector Role: Act as a bridge between the manager population and BPs, COEs, Employee Relations (ER), and Employee Resource Centers (ERC).

• Communication and Influence: Active listening, clear articulation, and inspiring change
• Problem Solving and Analytical Thinking: Assessing issues effectively, developing solutions, and leveraging data-driven insights
• Adaptability and Holistic Thinking: Comfort with ambiguity, cultural sensitivity, and connecting broader landscapes
• Strategic and Matrix Partnerships: Understanding macro challenges, co-developing plans, and collaborating with diverse partners
• HR Expertise and Leadership: Knowledge of HR policies, stakeholder management, and supporting managers through coaching
• Project Management: Planning, organizing, and delivering timely results.

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• Minimum of 5-8 years of experience in HR consulting, HR business partnering, or related roles.
• Proven track record of driving (directly or indirectly) high-impact teams and enhancing performance management culture.
• Strong analytical skills and ability to leverage data for storytelling and insights.
• Excellent communication and interpersonal skills.
• bility to work in a matrixed environment and manage multiple stakeholders.
• Experience in project management and delivering timely results.

Location: San Jose OR San Francisco, CA (hybrid) Pay Range: $52-$72/hr Duration: 6 months Company: Our client is a global leader in creative software, offering innovative tools for digital media creation, design, and marketing. Duties: Manager Support: Provide coaching and guidance through change management, new manager onboarding, team integration, and conflict resolution.

Job Description

Why Work Here

• Headquarters is in Charlotte, NC
• Recently expanded to nearshore
• isolved ranked for SMB Payroll in 2023 Sapient Report
• Voted top places to work in USA 2023

Job Description

The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, performing most customers' deliverables. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need.

Core Job Duties

• Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients.
• Provides client support advising on HR topics received via on‐demand phone and email support.
• Know when to escalate complex situations to HR Business Partners or Senior HR Consultants.
• Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance.
• Maintain working knowledge of multi‐state employment law compliance to best serve all isolved clients.
• Draft customer position descriptions and employee handbooks; participate in client meetings for same.
• Support clients and/or HR Business Partners on projects such as HR compliance audit for Elite customers, FLSA and Independent Contractor Analyses, etc.
• Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc.
• Maintain total confidentiality with customer and company information.
• Work toward continuous quality improvement.
• Stay current with changing technology, including software programs. · Uphold, support, and promote all company policies and procedures.

Minimum Qualifications

• Proficient in multi‐jurisdictional HR compliance.
• Proven effective oral and written communications skills.
• Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer.
• Have excellent customer service and relationship‐building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups.
• Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services.
• Be detail‐oriented, accurate, organized, and proficient in professional communications.
• Be a self‐starter and collect and analyze data, as well as problem solve in a fast‐paced environment.
• Bachelor's degree (B. A.) from four‐year college or university; and a minimum of two (2) years' related HR Generalist experience and/or training for HR Consultant I and three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience.
• PHR and/or SHRM‐CP – strongly desired.
• Typically requires a minimum of 6+ years of related experience.

About isolved

isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit

EEO Statement

isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are.

Disability Accommodation

Visit for more information regarding our incredible culture and focus on our employee experience. Visit for a comprehensive list of our employee total rewards offerings.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above.

In adherence to relevant pay transparency legislation and regulations, we endeavor to offer clarity regarding our compensation methodology for this position. While specific pay ranges are presently under review to ensure alignment with competitive market standards, we will furnish this information upon finalization.

At our organization, individual compensation structures are established through a consistent and equitable process, taking into account various pertinent factors. These factors encompass geographic location, job-specific competencies, educational attainment, professional certifications, and pertinent experience. This structured approach enables us to align our total rewards package competitively with each employee's qualifications, duties, and contributions to our collective success.

An employee's comprehensive compensation package comprises diverse components, such as base salary, performance-linked bonuses or commissions, long-term incentives like equity grants, and an extensive benefits portfolio. Should you advance as a finalist candidate, you will have the opportunity to explore our overarching compensation philosophy, practices, and how your unique background informs an appropriate compensation proposition.

Our commitment lies in fostering a fair, impartial, and transparent compensation framework throughout our workforce. All compensation determinations are aimed at justly acknowledging and rewarding the value, qualifications, and significant contributions that our employees bring to their roles and to the company's achievements. We welcome your inquiries about our principles of pay equity, accompanying analyses, and associated procedures throughout the recruitment process.

Summary

In partnership with the department HR Lead and other HR business units, provide high quality consulting support focused on the Talent Management Cycle and HR process delivery to the business in all areas of HR. Consultation is focused on integrating HR initiatives into the business in order to support overall business objectives. Ensures implementation and sustainability of HR initiatives. Identifies issues and trends related to the workforce. Act as project lead or swat team member in department supported but may assist in other areas as needed. May participate in department leadership initiatives. May have additional responsibilities as a subject matter expert in a specific HR discipline and accountability to a COE as liaison.

Primary Duties and Responsibilities

• Partners with business leadership and human resource teams to effectively deliver HR processes and programs that drive business results including but not limited to employee relations, performance development, engagement, retention, change leadership and transitions, individual and team development, compensation, diversity inclusion, and talent acquisition.

• Provides trusted consultation to people leaders on developing and leading employees while bringing enterprise and outside in business perspectives.

• Leads and/or participates in projects and initiatives in HR and/or business areas to further deliver business results.

• Facilitates people leader and employee training on various people and talent related topics. Responsible for escalation and feedback loops to HR Business Partners, Human Resource Centers of Expertise, and Shared Operations.

• Leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgment to accurately interpret findings and to provide data insight-based approaches to the business.

• Navigates multiple systems and programs including analytic tools, talent management and other HR systems.

• Manages multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within HR.

• Continually develops skills to maximize value to the business and within the HR organization.

Qualifications

• Bachelor's degree required in human resources, business or related field.

• An equivalent combination of education and progressively responsible work experience emphasizing data driven decision-making, communications, and personal development may be considered.

• Minimum of 6 years of human resource experience in more than one HR discipline ideally HR generalist experience with specific experience in at least three of the following: change leadership and transitions, compensation, performance development, employee relations, recruiting, talent management.

• Demonstrated business acumen in a variety of business environments to include knowledge in practices, trends, current and possible future policies.

• Proven track record of exceptional consulting, project management, analytical and organizational skills with the ability to independently set priorities and carry out multiple, diverse assignments within time deadlines required.

• Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view.

• Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high-volume work environment.

• Demonstrated ability to effectively perform within a matrixed environment.

• Superior oral and written communications skills and the ability to build rapport with all staff levels required.

• Strong interpersonal skills and the ability to lead/influence people and groups over whom there is no direct authority.

• Effective conflict management skills

• Flexibility and good judgment.

• Ability to handle confidential information in a sensitive manner required.

• Masters Degree in Business Administration or Human Resources

Skills-Proficiency Level:

Compensation Management - Advanced
Diversity and Inclusion (D&I) - Intermediate
Employee Communications - Advanced
Engagement Strategies - Basic
Human Resource Information System (HRIS) - Advanced
Labor Regulations - Intermediate
New Hire Onboarding - Intermediate
Organizational Design - Basic
Performance Management - Advanced
Talent Acquisition - Basic
Talent Management - Intermediate
Training Delivery - Advanced

#LI-Hybrid

Compensation Range:

Pay Range - Start:

Pay Range - End:

Geographic Specific Pay Structure:

We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.

Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!

Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.

We’re excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups

Summary

In partnership with the department HR Lead and other HR business units, provide high quality consulting support focused on the Talent Management Cycle and HR process delivery to the business in all areas of HR. Consultation is focused on integrating HR initiatives into the business in order to support overall business objectives. Ensures implementation and sustainability of HR initiatives. Identifies issues and trends related to the workforce. Act as project lead or swat team member in department supported but may assist in other areas as needed. May participate in department leadership initiatives. May have additional responsibilities as a subject matter expert in a specific HR discipline and accountability to a COE as liaison.

Primary Duties and Responsibilities

• Partners with business leadership and human resource teams to effectively deliver HR processes and programs that drive business results including but not limited to employee relations, performance development, engagement, retention, change leadership and transitions, individual and team development, compensation, diversity inclusion, and talent acquisition.

• Provides trusted consultation to people leaders on developing and leading employees while bringing enterprise and outside in business perspectives.

• Leads and/or participates in projects and initiatives in HR and/or business areas to further deliver business results.

• Facilitates people leader and employee training on various people and talent related topics. Responsible for escalation and feedback loops to HR Business Partners, Human Resource Centers of Expertise, and Shared Operations.

• Leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgment to accurately interpret findings and to provide data insight-based approaches to the business.

• Navigates multiple systems and programs including analytic tools, talent management and other HR systems.

• Manages multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within HR.

• Continually develops skills to maximize value to the business and within the HR organization.

Qualifications

• Bachelor's degree required in human resources, business or related field.

• An equivalent combination of education and progressively responsible work experience emphasizing data driven decision-making, communications, and personal development may be considered.

• Minimum of 6 years of human resource experience in more than one HR discipline ideally HR generalist experience with specific experience in at least three of the following: change leadership and transitions, compensation, performance development, employee relations, recruiting, talent management.

• Demonstrated business acumen in a variety of business environments to include knowledge in practices, trends, current and possible future policies.

• Proven track record of exceptional consulting, project management, analytical and organizational skills with the ability to independently set priorities and carry out multiple, diverse assignments within time deadlines required.

• Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view.

• Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high-volume work environment.

• Demonstrated ability to effectively perform within a matrixed environment.

• Superior oral and written communications skills and the ability to build rapport with all staff levels required.

• Strong interpersonal skills and the ability to lead/influence people and groups over whom there is no direct authority.

• Effective conflict management skills

• Flexibility and good judgment.

• Ability to handle confidential information in a sensitive manner required.

• Masters Degree in Business Administration or Human Resources

Skills-Proficiency Level:

Compensation Management - Advanced
Diversity and Inclusion (D&I) - Intermediate
Employee Communications - Advanced
Engagement Strategies - Basic
Human Resource Information System (HRIS) - Advanced
Labor Regulations - Intermediate
New Hire Onboarding - Intermediate
Organizational Design - Basic
Performance Management - Advanced
Talent Acquisition - Basic
Talent Management - Intermediate
Training Delivery - Advanced

#LI-Hybrid

Compensation Range:

Pay Range - Start:

Pay Range - End:

Geographic Specific Pay Structure:

We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.

Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!

Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.

We’re excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups