Strategy & Transformation Consultant

Short Description

Qualifications

• Academic excellency: outstanding bachelor’s in a renowned University or University of Applied Sciences in the field of Economics, Social Sciences, or Human Resources. Relevant HR certifications are a plus.
• Industry knowledge: a minimum of 3 years of practical experience in the field of HR/HR Transformation. Comprehensive knowledge of HR (Workforce Administration/Employee Data Administration, other areas are a plus) as well as HR strategy, organization, and processes.
• Consulting experience: practical experience in project management in the HR environment, with extensive experience in HR process design, optimization, and transformation is an advantage. We expect in-depth knowledge of HR technology and systems and a strong understanding of HR Administration compliance and regulations.
• Conceptual talent: rational thinking and ease of combining technological understanding, strategic evaluation, and implementation work i.e., efficient linking of processes between business, strategy, HR and IT. Commitment and self-responsibility to deadlines. Eagerness to learn and adapt in uncertain situations and manage multiple tasks simultaneously. Ability to support change initiatives and effectively manage tasks with exceptional problem-solving and analytical skills.
• Communication and presentation skills: fluent in English (written and spoken). Other languages e.g., German, or French skills are desirable (C1 level). Strong presentation and moderation skills, with excellent communication and stakeholder management skills.
• Digital affinity: very good MS Office skills as well as system experience (e.g., Oracle HCM/ Success Factors/Workday/ServiceNow/Zendesk)
• Cultural fit: high reliability, team spirit, and personal fit for a leading global management consulting firm (international orientation & openness to travel, integrity).

Job Responsibilities

• HR Process Assessment: Lead comprehensive evaluations of existing HR/HR Administration processes, identifying strengths and weaknesses.
• HR Process Design: Develop and design efficient and scalable HR processes (with focus on HR Administration), aligning them with best practices and industry standards.
• HR Documentation: Create clear, user-friendly process maps and standard operating procedures as well as process assessment outcome reports depending on project requirements.
• Change Management: Support change initiatives to ensure smooth adoption of new processes and technologies, including communication, training, and stakeholder engagement.
• Compliance and Risk Management: Ensure that HR processes comply with all relevant laws and regulations and implement risk mitigation strategies.
• Data Analysis: Utilize HR data analytics to measure the impact of process changes and provide insights for continuous improvement.
• Stakeholder Collaboration: Work closely with internal and external HR Teams and other departments in all project stages: requirements gathering, HR process design and project implementation.
• Performance Metrics: Establish KPIs and metrics to track the effectiveness and efficiency of HR processes.
• Industry Trends: Stay current with HR industry trends and emerging technologies to recommend process improvements.