Senior Consultant, Human Capital & Organization Alignment

Location
Washington D.C
Posted
Oct 28, 2019
Closes
Nov 11, 2019
Ref
190791
Function
Other
Hours
Full Time
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 part of an internal consulting/advisory organization that will drive change management and implementation of innovative talent management solutions across the organization.

In this role, we are seeking professionals who:
  • Champion change drives a high-performance culture in support of WMATA Talent Management initiatives and the overall WMATA vision.
  • Have a passion for leading and driving agile, service focused and high performing talent management programs and initiatives
  • 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.
  • Understand all aspects of the business to effectively help develop and implement a global human capital plan that supports organizational strategy, key strategic and operational initiatives, and achievement of overall business objectives

Minimum Qualifications

Education
  • Master's degree in Human Resources, Organization Development, or Business Administration

Experience
  • Ten (10) 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
    • A minimum of five (5) 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
  • Ph.D. degree in Human Resources, Industrial/Organization Psychology, Psychometrics, or Business Administration.

Medical Group

Satisfactorily complete the medical examination for this position, if required. The incumbent must be able to perform the essential functions of this position either with or without reasonable accommodations.

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 expertise in improving organizational performance through an advanced understanding and practical application of organization development and human capital management. The Senior Consultant 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
  • Provides leadership and direction in innovative workforce planning through analyzing human capital management initiatives and recommending policies, procedures, and guidelines for conducting human capital programs effectively and economically.
  • Conducts needs analysis to determine organizational needs related to key strategies and business changes and d evelops 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.
  • Leads internal and client teams in data-driven organizational performance improvement initiatives such as redesigning performance management system, linking organizational initiatives to business outputs and outcomes, aligning leadership development to succession planning.
  • Independently or in consultation with other functional experts (in HR and non-HR functions), develops prioritized recommendations that identify the outcomes, methods and resources required for a successful intervention, along with any dependencies/interdependencies that will need to be accounted for in the work.
  • Applies analytic and visualization tools to assess the impact of varying design and decision solutions and identifies and imp l ements 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.
  • 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
  • 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

Closing

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.

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