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.

About You

Competencies and Skills Requirements

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.

Oakheed

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