Job Summary
This role requires a competent and versatile individual to support the execution of Oakheed's strategic organizational priorities. Specifically, this individual will play a vital role in business development, project management and execution of cross-functional client projects. He/she will also support the translation of Oakheed's top-level vision into actions directed at growing Oakheed's business.
Principal Duties and Responsibilities
- Conduct research through various methods (such as data collection, surveys, and analysis) to identify root cause of strategic organizational challenges.
- Assess clients HR practices, policies, procedures and technology, identify key areas of improvement and proffer recommendations based on leading global practices and local context.
- Design and implement various human resource programs and projects covering HR strategy, culture, talent acquisition, talent management, performance management, employee engagement, organizational development, etc.
- Manage full life cycle of client engagement covering scoping, pricing, proposal writing, selling, execution and retaining
- Ensure that projects are completed per defined timelines, quality and cost.
- Lead client recruitment efforts end to end, ensure that client attracts high calibre employees.
- Facilitate training, strategic planning and focus group sessions as required.
- Research new processes, technologies, or organizational shifts that helps Oakheed to enhance the efficiency and effectiveness of its clients HR practices.
- Facilitate change management and communication initiatives to ensure smooth and successful implementation of HR solutions.
- Work directly with the Oakheed leadership to develop and support the overall strategy, growth, operations, and performance of Oakheed.
- Engage in a variety of business development related activities, developing new business relationships through networking and client leads, referrals and various forms of marketing and development activities.
Competencies and Skills Requirements
About you
- A proactive innovative and creative problem solver, with the ability to exercise sound judgment.
- Client-focused with a service delivery mindset and high level of attention to detail.
- Ability to foster strong relationships and camaraderie with client groups and teams across different locations.
- Hard working, dedicated, dependable and reliable individual known for being proactive and taking initiative.
- Exceptional networking and interpersonal skills as well as ability to communicate and manage relationships effectively.
- High level of integrity and dependability with a strong sense of urgency and results- orientation. Experience in a high growth environment is advantageous.
About your expertise
- Communication skills: Superior communication skills, both in written and verbal form; must have a good understanding of tact and diplomacy and a strong ability to positively influence outcomes and obtain high levels of cooperation.
- Research & Analytical Skills: Strategic thinker with ability to analyze data and present it to diverse audience. Excellent knowledge of Artificial Intelligence (AI) tools and ability to leverage them for effectiveness.
- Excellent organizational and time management skills: must be punctual and complete all assignments in a timely fashion and must be able to manage multiple and sometimes conflicting objectives in a professional and seamless manner.
- Collaborative Business Partner: Excellent business acumen and ability to understand business strategy, work across business units, support managers and manage working relationships at all levels of the company.
- Interpersonal Skills: Flexible, open, and welcoming to change, agile, have an ability to work in a constantly evolving environment, have an executive presence, have a positive can-do attitude, be result oriented, be self- motivated and proactive, and have an ability to work comfortably with collaborative personnel and senior business executives and stakeholders.
- Ability to develop and deliver customized HR solutions that align with an organizations goals, culture, and budget.
- Ability to coach and mentor HR staff and managers on best practices, policies, and procedures.
- Ability to evaluate the impact and effectiveness of HR solutions using various metrics and feedback methods.
- Ability to manage client projects in areas covering but not limited to Culture Diagnostic, Leadership Coaching & Management, Talent Acquisition, Talent Management, Organizational Culture Management, Performance Management, HR Technology & Innovation.
- Knowledge of HR requirements and government reporting regulations affecting human resources functions.
- Ability to conduct HR audits and assessments
- Ability to manage full life cycle of client engagement
- Proficient use of MS Office Software including MS Word, MS Excel and MS PowerPoint
- Ability to use design tools such as Canva, Envato, Elements, etc.
Key Performance Indicators (KPI)
Recruitment and Retention:
- Time to Fill: Average time taken to fill open positions.
- Quality of Hire: Performance and retention rate of new hires.
- Employee Turnover Rate: Percentage of employees leaving the organization within a specified period.
- Cost per Hire: Total recruitment costs divided by the number of hires.
Employee Engagement and Satisfaction:
- Employee Engagement Score: Measured through surveys and feedback.
- Employee Satisfaction Rate: Based on employee feedback and surveys.
- Participation Rate in Engagement Activities: Percentage of employees participating in engagement programs.
Performance Management:
- Completion Rate of Performance Appraisals: Percentage of performance reviews completed on time.
- Improvement in Employee Performance: Measured through performance metrics before and after interventions.
- Goal Achievement Rate: Percentage of employees meeting or exceeding their performance goals.
Training and Development:
- Training Participation Rate: Percentage of employees attending training programs.
- Training Effectiveness: Measured through post-training assessments and feedback.
- Internal Promotion Rate: Percentage of positions filled through internal promotions.
Compliance and Risk Management:
- Compliance Rate: Adherence to labor laws and company policies.
- Incident Rate: Number of HR-related incidents (e.g., grievances, disputes) reported and resolved.
- Audit Findings: Number and severity of findings from HR audits.
Compensation and Benefits:
- Compensation Benchmarking: Competitiveness of the organization's compensation packages compared to industry standards.
- Benefits Utilization Rate: Percentage of employees using company-provided benefits.
- Employee Satisfaction with Compensation and Benefits: Measured through surveys and feedback.
Strategic Initiatives:
- Implementation Rate of HR Initiatives: Percentage of HR strategic projects completed on time.
- Impact of HR Initiatives: Measured through specific project outcomes and ROI.
- Alignment with Business Goals: Degree to which HR initiatives support the overall business strategy.
HR Metrics Reporting:
- Accuracy and Timeliness of HR Reports: Quality and punctuality of HR data reporting.
- Utilization of HR Analytics: Frequency and impact of data-driven decision-making in HR practices.
Minimum Qualifications
- A Human Resource Consulting professional with 8+ years of progressively responsible professional experience in Talent Management to include; talent strategy, organizational development, training, succession planning, organizational design, change management, and recruitment strategies.
- Advanced degree in related field and/or professional certifications preferred (e.g., HR, total compensation, labor relations, facilitation, leadership development, learning development and training development, project management, process improvement).
- Experience working in a consulting firm and/or a strategic HR functional role is desired.
- Experience in innovative HR technology, including recruitment software systems is a plus.