JOB PURPOSE
To be a key driver in building the P&O business. Responsibilities range from business development, solution creation, and operational management of sub-competency or projects, managing teams, thought leadership, development of an expert P&O team.
JOB PROFILE
PRINCIPAL ACCOUNTABILITIES
- Accountabilities:
- Build meaningful relationships within a network of clients and partners.
- Craft new HR solutions.
- Deeply understand HR consulting, HR market and HR trends.
- Be connected to the P&O global network of experts.
- Lead, build, coach and manage an HR consulting team to deliver projects in terms of quality, scope and cost.
- Attributes:
- A passion for the HR discipline.
- Deeply inquisitive about the world of work and the success of organisations.
- A keen sense of accountability for managing an HR consulting business.
- Have a deep understanding of one HR discipline.
- Deep expertise in specific HR consulting disciplines and good generalist expertise across the HR value chain.
- An eye for detail and a sense for market opportunities.
- Ambition to manage a HR consulting business or part of it.
- Ability to articulate HR solutions across a broad range of areas.
- Building internal and external relationships and networks.
- Ability to build a team around them.
- Communicating with impact and empathy.
- Acquiring and applying commercial and technical expertise.
- Managing projects and economics.
- The ability to work independently
PERSON PROFILE
MINIMUM QUALIFICATIONS
EXPERIENCE KEY KNOWLEDGE & SKILLS
- Relevant undergraduate
- Relevant Postgraduate degree preferrable
- At least 5 years of experience in a client facing/ consulting role.
- Working with C-suites and senior management.
- Ability to manage HR consulting teams.
Knowledge and expertise in the following areas:
Organisation Change and Culture
- Organisation change & business transformation
- Leadership and programme governance alignment/engagement
- Organisation alignment
- Culture transformation and behavioural change
Psychometry Organisation Design and Effectiveness
- Organisation transition strategy
- Organisation diagnostic and design
- Operating model development
- Talent and Performance Optimization
Talent and performance management strategies
- Balance scorecard design and implementation
- Competency frameworks
- Employee value proposition
- HR Transformation
HR strategy
- Alternative service delivery models and sourcing
- Payroll, time and labour effectiveness
- HR Technology
HR technology strategy, selection, optimization, implementation
- Cloud-based HR systems
- Systems training strategy and planning
- Change management and communications
- HR Analytics
ROE / ROI
- HR benchmarks
- Succession planning
- Workforce planning
- Predictive analytics
- Contingent staffing strategy and diagnostics
- Capability Building
Leadership development
- Training strategy, enterprise learning
- Mobile learning
- Performance support/coaching
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