Organizational Development (OD) Consultant at Ralds & Agate

Job Summary

• We are a leading consulting firm seeking an experienced Senior HR Manager with deep expertise in Performance Management, Skills Audit, and Reporting to drive strategic HR initiatives.
• The ideal candidate will have a proven track record of optimizing workforce performance, conducting comprehensive skills audits, and delivering data-driven insights to enhance organizational effectiveness.

Job Responsibilities
Performance Management Frameworks:

• Design, implement, and continuously improve performance management systems that drive high performance and align with organizational goals.
• Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development.

Skills Audit & Competency Mapping:

• Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs.
• Develop and maintain competency frameworks that align with strategic business objectives and support career progression.

Talent Assessment & Development Planning:

• Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations.
• Translate assessment outcomes into individual and organizational development plans to enhance workforce capability.

Workforce Planning:

• Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives.
• Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies.

Project Management of Initiatives:

• Manage end-to-end projects related to performance management cycles, skills audits, workforce planning, and development programs.
• Ensure projects are delivered on time, within scope, and aligned with organizational priorities, applying best practices in project management.

HR Analytics & Workforce Reporting:

• Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities.
• Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions.
• Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams.

Continuous Improvement & Best Practices:

• Benchmark internal practices against industry standards to recommend and implement improvements and ensure compliance with labor laws and best practices in talent management.
• Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics.

Stakeholder Engagement & Advisory:

• Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives.
• Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.

Requirements
Educational / Professional Background:

• Bachelor’s Degree in Human Resources, Psychology, Business Administration, or a related field. A Master’s Degree is a plus.
• Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment.
• Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory.
• Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies.
• Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance.
• Exposure to change management and organizational design initiatives is an advantage.

Knowledge:

• Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development.
• In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks.
• Advanced competence in HR analytics, workforce reporting, and using data to drive strategic HR and business decisions.
• Understanding of workforce planning, skills assessment methodologies, and competency frameworks.
• Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building.
• Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration.
• Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management.
• Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage.