Human Resources & Risk Management Consultant

Location: Alief / Houston Texas
Client: Alief Independent School District (Alief ISD)
Engagement: Consulting / Project-Based
Anticipated Start: November 18 2026
Final Deliverables Due: March 1 2027

Work Setting: Hybrid / On-site as required for stakeholder engagement interviews workshops presentations and District meetings

We are seeking an experienced Human Resources & Risk Management Consultant to conduct a comprehensive assessment of Alief ISDs Human Resources and Risk Management functions and develop an actionable strategic roadmap for organizational improvement.

The consultant will evaluate HR and Risk Management operations organizational structure staffing processes systems workforce readiness compensation practices performance metrics and service delivery models.

The engagement will also include a districtwide classification and compensation study workforce planning strategic planning stakeholder engagement and development of a 3-5 year implementation roadmap.

• Conduct a comprehensive review of HR operations and service delivery.

• Assess Risk Management functions processes controls and operational effectiveness.

• Evaluate staffing levels roles responsibilities workload distribution and organizational alignment.

• Identify operational gaps inefficiencies risks and opportunities for improvement.

• Assess workforce readiness succession planning recruitment retention and leadership development.

• Evaluate the current HR and Risk Management organizational structure.

• Analyze spans of control reporting relationships staffing models and resource allocation.

• Assess role clarity accountability workload distribution and departmental capacity.

• Develop future-state organizational recommendations.

• Identify opportunities to improve service delivery and organizational effectiveness.

• Conduct a districtwide classification and compensation analysis covering all employee groups.

• Perform external market salary benchmarking.

• Evaluate internal pay equity and compensation consistency.

• Analyze salary compression and compensation-related issues.

• Review job classifications and compensation structures.

• Develop compensation methodologies and recommendations.

• Conduct employee-level compensation modeling where appropriate.

• Develop cost scenarios and implementation options.

• Review HR workflows processes technology systems and reporting capabilities.

• Identify opportunities for process improvement automation and technology optimization.

• Evaluate data quality reporting capabilities dashboards and performance metrics.

• Recommend KPIs and performance measurement frameworks.

• Identify opportunities to improve data-driven HR decision-making.

• Assess compliance and operational controls.

• Develop a 3-5 year HR and Risk Management strategic plan.

• Address recruitment retention workforce development succession planning leadership development and future workforce needs.

• Establish measurable objectives initiatives milestones and success measures.

• Align HR strategy with the Districts broader organizational goals.

• Conduct interviews workshops meetings and information-gathering sessions with District leadership and stakeholders.

• Engage HR personnel department leaders employees and other relevant stakeholders.

• Gather and analyze stakeholder feedback.

• Facilitate discussions regarding organizational challenges workforce needs and future-state requirements.

• Present findings and recommendations to District leadership and the Board as required.

• Develop prioritized recommendations for:

  • 0-12 months

  • 1-3 years

  • 3-5 years

• Define implementation timelines resources responsibilities dependencies and success measures.

• Identify quick wins and longer-term transformation initiatives.

• Develop an implementation-ready roadmap.

• Comprehensive HR & Risk Management Assessment Report

• Organizational Assessment

• Districtwide Classification & Compensation Study

• Compensation methodology and market analysis

• Pay equity and compression analysis

• Future-state organizational recommendations

• KPI and dashboard recommendations

• 3-5 Year Strategic Plan

• Implementation Roadmap

• Executive Summary and leadership/Board-ready presentations

• Editable reports models calculations data dictionaries templates and working files

• Human Resources Consulting

• HR Operational Assessment

• Organizational Development

• Organizational Effectiveness

• Workforce Planning

• Strategic HR Planning

• Classification & Compensation

• Compensation Analysis

• Salary Benchmarking

• Pay Equity Analysis

• Salary Compression Analysis

• Job Classification

• HR Process Improvement

• HR Systems & Technology

• HR Data Analytics

• KPI Development

• Dashboard / Reporting Recommendations

• Risk Management

• Succession Planning

• Recruitment & Retention Strategy

• Leadership Development

• Stakeholder Engagement

• Strategic Planning

• Change Management

• Project Management

• Public-Sector Consulting

• Experience conducting HR operational reviews or organizational assessments.

• Experience performing comprehensive classification and compensation studies.

• Experience with salary benchmarking pay equity compensation structures and compression analysis.

• Experience developing multi-year HR strategic plans and implementation roadmaps.

• Experience working with K-12 school districts educational institutions municipalities or other complex public-sector organizations.

• Experience evaluating HR systems workflows technology utilization reporting and automation opportunities.

• Experience developing HR KPIs dashboards metrics and performance-management frameworks.

• Experience with workforce planning recruitment retention succession planning and leadership development.

• Experience conducting stakeholder interviews workshops and organizational assessments.

• Strong analytical report-writing presentation and executive communication skills.

Bachelors degree in Human Resources Business Administration Organizational Development Industrial/Organizational Psychology Public Administration or a related field preferred.

A Masters degree in Human Resources Organizational Development Business Administration Public Administration or a related discipline is desirable.

Relevant professional HR compensation organizational development or consulting certifications are a plus.

The ideal candidate will be a senior HR consulting professional with demonstrated experience combining HR operational assessment organizational effectiveness compensation analysis workforce planning strategic planning and data-driven decision-making.

The consultant should be capable of translating complex HR and organizational data into clear actionable recommendations measurable outcomes and a practical multi-year implementation roadmap for a large public-sector organization.

Required Skills:

Human Resources ConsultingHR Operational AssessmentOrganizational Development