Remote HR Consultant Jobs

We are seeking a Change Consultant to own dedicated change and readiness coverage for the People Experience (PE) function within a multi-function enterprise transformation program. This role is embedded within the PE function — supporting an operating-model redesign, center-of-excellence reimagination, and workforce transition — while the broader program spans several other business functions simultaneously.

This is a people- and process-transformation program — not a systems or IT rollout. The change work is about organizational readiness and adoption inside the PE function itself: helping PE leaders and practitioners navigate what their function is becoming, not just how to use a new tool.

The PE function is mid-redesign. Process mapping, operating model decisions, and role clarity are landing on a rolling timeline. You'll need to build genuine engagement with PE stakeholders — from senior leaders to HR Business Partners and COE team members — without a fully finalized future-state to point to.

This role is best suited for someone with real experience in HR/PE function transformation — COE redesign, PE operating model shifts, workforce transitions, spans-and-layers change — not someone whose change management background is rooted in systems or ERP implementations.

Key Responsibilities

• Own change and readiness work for the People Experience function within the program
• Build a stakeholder map and impact assessment specific to the PE function — including senior PE leaders, HR Business Partners, COE leads, and frontline PE practitioners
• Support leader sponsorship activation planning tailored to PE function stakeholders and leadership dynamics
• Apply the program's centrally built communication toolkit to the PE function's specific context, audience, and pace
• Conduct change readiness assessments across PE sub-functions and track results over time
• Own adoption tracking and metrics for the PE function through implementation
• Navigate the complexity of a function undergoing its own transformation while simultaneously being asked to lead change for others
• Surface process-ownership, structural, or prioritization questions arising from PE function change work for triage with program leadership
• Adjust readiness and adoption approach as PE operating model decisions and process-mapping outputs land and scope firms up

Qualifications

• 5+ years of change management experience in consulting or a comparable transformation environment
• Genuine experience in PE/HR function transformation — COE redesign, operating model change, PE workforce transitions, spans-and-layers decisions — not primarily systems/ERP or technology-implementation change management
• Demonstrated understanding of how People Experience functions operate: HR Business Partner models, COE structures, and the dynamics of a PE function redesigning itself
• Prior experience working as a 1099 independent contractor or on commercial client engagements
• Demonstrated ability to build stakeholder trust and readiness within a PE function while the broader transformation program is still resolving scope elsewhere
• Comfort operating without a fully finalized future-state to react to
• Strong written and verbal communication skills for senior leader (VP/CPO) and practitioner-level stakeholder engagement
• Experience using AI tools such as Claude, ChatGPT, Copilot, Gemini, or similar platforms as a routine part of daily workflow

This Role Is NOT

• A systems/ERP OCM role built around a technical go-live
• A role for someone whose experience is primarily supporting the business side of a system implementation with PE professionals as end users
• A role limited to one point-in-time training or communications event
• A role for someone who needs a fully mapped future-state process before starting readiness work
• A generalist role covering all functions at once — this role owns the PE function's dedicated change coverage

Preferred Characteristics

• Deep familiarity with PE/HR function structures: knows what a PE BP does, how COEs are organized, and what it looks and feels like when a PE function is in the middle of its own redesign
• Comfortable building genuine stakeholder engagement when leaders themselves don't have all the answers yet
• Strong instinct for reading a PE function's specific readiness gaps — especially when change fatigue and role uncertainty are present
• Proactive about surfacing structural or ownership questions rather than waiting for them to be handed down
• Calm and steady when function pace shifts due to external dependencies or org decisions outside your control
• AI-enabled by default: uses AI tools to accelerate readiness assessments, stakeholder materials, and adoption tracking

Application Question(s):

• This role supports a People Experience function undergoing its own operating model redesign and COE reimagination. Walk through a specific example where you led change work inside a PE or HR function that was being restructured — not change work delivered by PE to the rest of the business. What made that transformation complex, and how did you approach it?
• Most change management experience is about helping a function adapt to something external (a new system, a reorg elsewhere). This role is about helping a PE function navigate its own redesign. Describe a time you were embedded inside a function that was changing itself. How did you build credibility with stakeholders who were experiencing that change firsthand?
• This role requires genuine PE/HR transformation experience — COE redesign, operating model change, workforce transitions — not systems change management. Walk through a specific example of change work you led that was NOT tied to a technology implementation or go-live.
• Describe a time you had to build stakeholder readiness or engagement before the future-state structure or operating model was fully defined. How did you approach it, and what did you tell stakeholders when you didn't yet have the full picture?
• Describe your experience engaging VP-level or C-suite People Experience leaders on change and readiness topics. What did you do differently for that audience compared to frontline PE practitioners?
• Describe specifically how you currently use AI tools (such as Claude, ChatGPT, Copilot, Gemini, or similar) in your change management workflow.
• This is a 1099 independent contractor role. Hours are driven by client demand and are not guaranteed week to week. Payment is invoice-based on a Net-45 cycle. Have you worked as a 1099 independent contractor before? If yes, briefly describe the engagement. If no, describe how you would approach the financial planning this model requires.

Work Location: Remote