Job Description
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.
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.
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