Talent Management Consultant
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Job Summary
SCOPE OF WORK
- Require Talent Management Department as per the required responsibilities and services outlined in this document. The selected vendor is expected to provide highly competent resources enabling organisation to achieve its strategic objectives. This includes but not limited to enhance employee engagement productivity - performance management and talent management to address sector-specific skill gaps support career growth and enable succession planning
DUTIES & RESPONSIBILITIES
- The consultant will lead the design and implementation of the organizations Talent Management architecture including role design profiling competency mapping job evaluation grading career pathing performance management redesign change management and Talent Management capability building. The consultant will also ensure governance stakeholder alignment knowledge transfer and sustainable adoption by the internal Talent Management team.
QUALIFICATION & SKILLS:
- Organizational Design: 10 years in role identification profiling for 500 employee organizations
- Job Evaluation: Expert knowledge of recognized JE methodologies (Hay Mercer Korn Ferry Paterson); certification preferred
- Competency Frameworks: Experience designing and mapping competency frameworks across diverse functions
- Career Pathing: Demonstrated experience developing career frameworks and placement methodologies
- Performance Management: Track record redesigning PMS for 500 employee organizations
- HR Transformation: End-to-end HR transformation project leadership integrating multiple workstreams
- Stakeholder Management: Ability to engage and influence senior leadership and diverse stakeholders
- Risk Management: Proactive risk identification assessment and mitigation
Required Skills:
Organizational Design: 10 years in role identification profiling for 500 employee organizations Job Evaluation: Expert knowledge of recognized JE methodologies (Hay Mercer Korn Ferry Paterson); certification preferred Competency Frameworks: Experience designing and mapping competency frameworks across diverse functions Career Pathing: Demonstrated experience developing career frameworks and placement methodologies Performance Management: Track record redesigning PMS for 500 employee organizations HR Transformation: End-to-end HR transformation project leadership integrating multiple workstreams Stakeholder Management: Ability to engage and influence senior leadership and diverse stakeholders Risk Management: Proactive risk identification assessment and mitigation
