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2. Responsibilities in this career area (“what”)
Strategy, Organization & Transformation
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2. Responsibilities in this career area (“what”)

HR Strategist

  • Strategic Planning:
    Develop and implement HR strategies aligned with the organization’s overall business objectives.
  • Talent Acquisition Strategy:
    Create and execute talent acquisition strategies to attract and retain top talent.
  • Performance Management:
    Design and oversee performance management programs to drive employee growth and productivity.
  • Succession Planning:
    Identify and groom future leaders through succession planning and talent-development initiatives.
  • Organizational Development:
    Lead efforts to optimize organizational structure, culture and employee engagement.
  • Change Management:
    Develop and implement change-management plans for major organizational shifts or transformations.
  • Diversity and Inclusion:
    Drive diversity and inclusion through initiatives that foster a diverse and equitable workplace.
  • Employee Benefits and Compensation:
    Oversee the design and administration of competitive compensation and benefits programs.
  • Employee Relations:
    Manage employee relations issues, including conflict resolution and employee engagement efforts.
  • Compliance and Legal:
    Ensure HR policies and practices comply with labor laws and regulations.
  • HR Data Analytics:
    Leverage HR analytics to inform decision-making and track key HR metrics.
  • Stakeholder Communication:
    Collaborate with leadership and communicate HR strategies and initiatives to the broader organization.

HR and Organization Consultant

  • Client Engagement:
  • Establish and maintain strong relationships with your company’s clients.
  • Understand their needs and objectives.
  • Needs Assessment: Conduct assessments to identify organizational challenges and opportunities.
  • Strategic Planning: Develop customized HR and organizational strategies that align with your clients’ goals.
  • Talent Management:
  • Advise on talent acquisition, retention and development strategies.
  • Assist in succession planning and leadership-development programs.
  • Change Management:
  • Design and implement change-management strategies for organizational transformations.
  • Provide guidance on managing resistance to change.
  • Culture Transformation: Assess and drive organizational culture to align with its desired values and objectives.
  • Organizational Design: Optimize organizational structures, roles and processes for efficiency and effectiveness.
  • Training and Development: Develop and deliver training programs for employees and leadership teams.
  • Employee Engagement: Analyze employee engagement data and provide recommendations to improve engagement.
  • HR Policy and Compliance: Ensure HR policies and practices comply with relevant labor laws and regulations.
  • Data Analytics: Utilize data analytics to provide insights into HR and organizational performance.
  • Project Management: Manage consulting projects, including timelines, budgets and resources.
  • Stakeholder Collaboration: Collaborate with cross-functional teams and departments within client organizations.
  • Industry Research: Stay on the cutting edge of industry trends and best practices in HR and organizational development.
  • Proposal Development: Assist in the development of consulting proposals and pitches for new business opportunities.