Consulting Human Capital Rewards Job Architecture Senior Consultant

To work within the Workforce Transformation team alongside more seasoned Consultants and Engagement Managers in the delivery of Job Profiling Job Evaluation and/or Job Architecture project / engagement services to clients / at client premises that meet and exceed client expectations.       

Key Performance Areas:

1. Project Execution

• Support the Engagement Manager and work alongside Senior Consultants in the delivery of small to moderately-sized/moderately-complex engagements/projects as part of a client delivery team in specific areas of technical proficiency as it relates to the Workforce Transformation/Reward work team as well as in areas requiring the development of technical proficiencies in the realm of Workforce Transformation/Reward.
• Collect baseline information from clients as part of a broader team working under the guidance of a Project Stream Lead.
• Facilitate substantive conversations with key client contacts/stakeholders at Manager level and below clarify requests for information and communicate regarding project progress made.
• Contribute to the development of client presentations / discussion documentation under guidance.
• Contribute to the brainstorming of solutions to address issues that may enhance / renew service offerings to client or that may affect the quality of delivery or timelines of a short-term project / engagement.
• Contribute to the collation of research and/or application of basic analytics capabilities to contribute to colleagues understanding of client challenges and contribute to providing output for assimilation into engagement deliverables.
• Deliver high quality work that meets expectations for timeliness accuracy and completeness as per defined and contracted client Service Level Agreements.

2. Client Impact: External / Internal

• Develop internal collegial relationships proactively to support the delivery of client work both within the Workforce Transformation team (tribe) and across Deloitte Human Capital Consulting teams (tribes).
• Participate in the design and/or development of client solutions as part of a broader client delivery project team.
• Deliver high quality work that meets internal expectations for accuracy and timelines to attain consistent client satisfaction and maintain professional client interactions.
• Act in the capacity of serving as a primary point of contact for small clients.
• Develop a broader understanding of Deloittes Workforce Transformation solutions including but not limited to Job Analysis Job Profiling Job Architecture Job Evaluation Competency Development Performance Management and Reward.

3. Team Sales Pipeline Support

• Participate and support sales activities at smaller organisations together with other senior team members.
• Begin to develop rapport with external clients to understand their context and needs; relay this information to more senior team members to contribute to actively building business relationships that generate leads.

4. Operational Effectiveness

• Conduct situational and data analyses to identify and understand client needs and problems on technical issues that arise.
• Understand context and impact of own role within project/engagement and conduct work accordingly.
• Review and analyse accuracy and quality of own deliverables in conjunction with Line Manager to ensure consistent standards of project delivery.
• Contribute to the effective operational delivery and execution of assigned project activities with project team members; maintain clear communication channels on work status.
• Provide suggestions for improvement according to project objectives.
• Operate in an ambiguous fast-paced environment effectively and be flexible to change.

5. Job Architecture Consulting Foundational Knowledge

5.1. Job Architecture

• Obtain a general understanding and knowledge of Job Architecture principles and frameworks through the learned application of Deloitte IP and Job Architecture best practices.
• Provide support in the analyses of an organisations current Job Architecture (whether in whole or in part depending on the size of the organisation) to evaluate where consolidation consistencies and efficiencies can be achieved.
• Establish an understanding and supporting knowledge relating to the development and build-out of functional Job Families.

5.2. Job Analysis and JD Writing

• Possess a sound understanding and knowledge of job analysis job description writing principles and how to apply and customise these according to a clients needs.
• Possess the ability to interrogate extract analyse and distil relevant information (from interviews questionnaires existing JDs organisational structures and understanding of the complexity of roles) to produce a high-quality Job Description product that captures the essence of what the role needs to achieve.

5.3. Job Evaluation

• Possess an elementary understanding and knowledge of foundational Job Evaluation principles and concepts (Job Evaluation methodology agnostic however a general understanding and/or working knowledge of Deloitte utilised JE systems is preferable: TASK Paterson Peromnes ExecEval).
• Contribute to providing a systematic and consistent approach to defining the relative worth of jobs to bring clarity uniformity and standardisation to client evaluation structures.
• Support the delivery of both ad-hoc and high-volume Job Evaluation projects by providing ad-hoc and project-based evaluation services and drafting standardised Job Evaluation reports.

5.4. Competency Development

• Possess an elementary understanding and knowledge relating to the conceptualisation and development of bespoke Behavioural and/or Technical competency frameworks for clients.
• Contribute to the identification of priority competency needs for clients.
• Understand and apply Competency Levelling under the guidance of a more senior team member to provide scale and sophistication to Behavioural and/or Technical competency frameworks for clients.

5.5. Performance Management

• Possess an elementary understanding and knowledge of emerging/cutting-edge Performance Management principles and concepts.
• Contribute to the build-out of bespoke Performance Management solutions for clients dependent on their needs and future aims in collaboration with more senior team members.

6. Reward Consulting Foundational Knowledge

6.1. Core Total Rewards

• Total Rewards Technical Knowledge & Strategy
  • Demonstrate knowledge of the vendors technology solutions and trends in the Total Rewards marketplace;
• Analysis of Information
  • Demonstrate ability to analyse raw client data to find creative solutions to client Remuneration issues.
• Contribution to the delivery of Total Rewards Client Projects
  • Contribute to the delivery of client work by supporting Workforce Transformation Reward technical specialists regarding inputs into inter alia:
    • Remuneration Benchmarking
    • Executive and Non-Executive Pay Composition
    • Analyses of Remuneration Data for exercises such as Pay Equity
    • Sections within Remuneration Reports/Implementation Reports
    • Incentive Plan Design (Short Term and/or Long Term)

6.2. Compensation Advisory

• Total Reward Philosophy & Strategy
  • Demonstrate basic knowledge of South African compensation practices and governance regulations and be able to draw parallels between these and clients AS-IS state.
  • Participate in the design and/or implementation of total reward philosophy and strategies for clients at differing levels of the organisation and with consideration to different business circumstances.
• Prescribed Methods & Tools
  • Make use of validated and proven remuneration methods and tools to satisfy the analytical requirements (AS-IS assessments and TO-BE modelling) on client projects.
  • Utilise Job Evaluation frameworks tools and/or methodologies to salary benchmark jobs and compare jobs to general and/or specific market salary practices.
• Survey Administration & Analysis
  • Analyse and provide conclusions from General Industry and Custom surveys and apply these to the client context appropriately.

Qualifications :

Minimum Qualifications

• Bachelors Degree

Desired Qualifications

• Further qualifications in a specialised field are a plus (relevant to Service Area / Business Management etc.)

Minimum Experience

• 4 6 years relevant work experience (i.e. either in Corporate HR or in a Professional Services/Consulting firm delivering Human Resources-related services). 
• Experience in client facing capacity.

Key Competencies Required / Talent Standards Capabilities:

Technical

• Possess foundational knowledge in at least one technical domain (i.e. Job Profiling Job Evaluation Job Architecture Competency Modelling Performance Management and/or Rewards).
• Demonstrated Project Management skill.
• Good report writing skills.
• Developing breadth in Consulting skills.
• Ability to develop proposals points of view project outcomes to external clients under more senior team member guidance.
• Emerging knowledge and understanding of Total Rewards.
• Business Acumen.
• Knowledge of Data Analysis and Research techniques.

Behavioural

• Strong communication (written and verbal) and business partnering skills.
• Sound interpersonal and relationship building skills.
• Sound quality management orientation.
• Anchored client delivery focus.
• Adaptable to managing sudden change and ambiguity with ease.
• Ability to operate independently when required.
• Ability to contribute to the brainstorming and solutioning of client problems.

Additional Information :

1. Job Levelling and Framework Design

• Experience in designing and maintaining job architecture frameworks including job families levels and career paths.
• Ability to differentiate and articulate levels of work (e.g. SST operational tactical strategic) and align roles accordingly.
• Competence in developing clear job descriptions and specifications aligned to organisational structure.

Technical Skills Required:

• Demonstrated expertise in job levelling job analysis and job evaluation (using recognised methodologies).
• Experience designing and implementing job architecture frameworks including mapping roles to levels of work.
• Ability to use market data to inform and structure grading frameworks as part of the overall job architecture.
• Proven ability to support organisational design and manage change related to job architecture initiatives.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

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Remote Work :

No

Employment Type :

Full-time