Sr. Consultant Human Capital & Organization Alignment

Washington D.C.
Mar 13, 2019
Apr 02, 2019
Full Time
Job Description Department Marketing Statement:

Metro is seeking engaged, exceptionally talented, senior Talent Management and Human Capital professionals to join its Talent Management organization. Reporting into the Director of Talent Management, this position is a part of an internal consulting/advisory organization that will drive change management and implementation of innovative talent management solutions across the organization, especially as it relates to WMATA’s multi-year People Strategy. In this role, we are seeking professionals who:

    Champion change, drive a high-performance culture in support of WMATA Talent Management initiatives and the overall WMATA vision, and pro-actively contribute to the implementation of Metro’s People Strategy Apply their exceptional relationship building skills to serve as an accessible, trusted and highly sought-after consultant in support of business leaders to help drive their talent initiatives Offer data driven solutions by presenting and reviewing progress made towards goals and objectives, measuring program effectiveness and identifying opportunities for enhancement and suggesting innovative actions to further drive results.
 Our preferred candidate will have:

    A passion for leading and driving agile, service focused and high performing talent management programs and initiatives 7+ years of experience in human resources, organizational capability, human capital consulting or related; including experience managing teams
    A demonstrated affinity for analytics including building and tracking HR Metrics/scorecards Competence in understanding the financial, technological, economic and talent drivers of the business to effectively help develop and implement a global human capital plan that supports organizational strategy, key strategic & operational initiatives, and achievement of overall business objectives Strong internal customer focus and relationship skills with a flexible communication style Strategic mindset with strong detail orientation Experience in a role requiring independent decision-making and management of conflicting priorities in a fast-paced environment Outstanding facilitation, collaboration and project management skills Consistent ability to apply solid judgement ensuring integrity, compliance and confidentiality
Minimum Qualifications


    Bachelor's degree in Human Resources, Organization Development, or Business Administration 

    Seven (7) years of experience in the design and implementation of talent management/human capital structures and programs, such as organizational transformation, organizational design, change management, career pathing, competency development and workforce planning
      minimum of three (3) years of the experience must include a combination of managing agency and/or contractor staff, leading cross-functional senior management teams in improvement initiatives, or performing in a lead-level capacity responsible for the development of junior performance improvement staff
Preferred Education

    Master's degree in Human Resources, Organization Development, or Business Administration or Ph.D. in Human Resources, Industrial/Organization Psychology, Psychometrics
Job Summary

The Senior Consultant, Human Capital & Organization Alignment assists Washington Metropolitan Area Transit Authority (WMATA) in attracting, retaining and engaging talent by developing and implementing innovative and practical organizational design, talent management, human capital, and related solutions, ensuring integration with change management. The incumbent applies extensive knowledge of the talent management life cycle, specifically in the areas of workforce planning, performance management, career development, and organizational design to provide subject matter expertise, analytical support and recommendations to client stakeholders. The Senior Consultant is a core member of the Talent Management Center of Expertise (COE) and is responsible for the design and implementation of innovative and practical human capital solutions. Essential Functions

    Conducts needs analysis to determine organizational needs related to key strategies and business changes and develops and implements organization strategies that support improved future-state organizational design and service delivery and prepares organization design alternatives, testing them against design criteria, and aligning leadership groups around design selection and implementation. Applies analytic and visualization tools to assess the impact of varying design and decision solutions and identifies and implements decision making authority and responsibility to both individuals (decision rights) and groups (governance) Prepares workforce transition plans and programs, including strategies to transition talent at all levels Designs competency frameworks and implements competency models. Aligns skills, behaviors and business goals. Addresses behavioral, technical, and leadership requirements, and guides performance improvement initiatives.  As necessary, designs jobs and roles, creates competency models and career paths to aid in the selection and transition of employees.  Establishes key metrics to accurately define the competencies and skills required for each role/department within the organization. Also establishes individual performance mapping to set up Key Performance Indicator (KPI) frameworks. Leads the design, development and implementation of an organization-wide agile performance management system and leverages effective communication expertise to solicit feedback regarding the effectiveness of performance management approaches, informs and engages employees, and builds support for change. Creates frameworks and tools for performance matrix, development plans, performance plans, and other required documentation needed to support competency model. Leads and contributes to projects that are focused on evolving company-wide workforce planning processes and capabilities. Ensures process effectiveness and efficiency. Develops and builds capability for workforce planning within the organization, to address workforce attrition, growth, cost of workforce and other critical operations events; and conducts workforce supply and demand analyses, workload analyses, assessment of gaps and risks and solutions development for multiple business areas Develops and generates historical, current and predictive analytics and leverages the data to guide business decisions. Identifies key metrics; collects, reviews, and aggregates data into spreadsheets. Performs data analysis and develops dashboards and visualizations to support decision making and track progress. Monitors business progress against the execution of workforce plans and ensures plans are aligned with corporate principles.
The essential duties listed are not intended to limit specific duties and responsibilities of any particular position. Nor is it intended to limit in any way the right of managers and supervisors to assign, direct and control the work of employees under their supervision.

Evaluation Criteria

Consideration will be given to applicants whose resumes demonstrate the required education and experience. Applicants should include all relevant education and work experience.

Evaluation criteria may include one or more of the following:

    Personal Interview Skills Assessments Verification of education and experience Criminal Background Check Credit history report for positions with fiduciary responsibilities Successful completion of a medical examination including a drug and alcohol screening Review of a current Motor Vehicle Report

Washington Metropolitan Area Transit Authority, a Federal contractor, is an Equal Opportunity / Affirmative Action employer.  All qualified applicants receive consideration for employment without regard to race, color, creed, religion, national origin, sex, gender, gender identity, age, sexual orientation, genetic information, physical or mental disability, or status as a protected veteran, or any other status protected by applicable federal law, except where a bona fide occupational qualification exists.  Our hiring process is designed to be accessible and free from discrimination.

This posting is an announcement of a vacant position under recruitment.  It is not intended to replace the official job description.  Job Descriptions are available upon confirmation of an interview.