Jobs at Pivotage Consulting

Job Description

The HR Resource Officer: This role works closely with the HR Manager in a supporting capacity to execute exceptional HR solutions, ensuring efficient and seamless delivery of client-focused projects. The ideal candidate would leverage data-driven insights, research, and innovative tools to optimize service delivery to foster lasting client relationships. The officer will ensure client resuscitation, retention, and engagement efforts contributing to the overall success of the organization. 

This position is ideal for a results-oriented professional with a strong focus on client satisfaction, operational excellence, and process optimization. 

Pivotage’s Area of Focus: Talent Acquisition |Verifications| Performance Management| People Management | Compensation & Benefits| Learning and Development  

Responsibilities 

Reporting to the HR Manager you will; 

• Handle Client Portfolio, communication, and execution of HR engagements to ensure clarity, alignment, and successful project outcomes. 
• Collaborate with the manager and internal teams to execute HR projects seamlessly and efficiently, ensuring alignment with client goals. 
• Support the development and deployment of scalable, standardized processes to improve service delivery timelines. 
• Monitor the progress of HR projects using data analytics and reporting to track KPIs, to ensure they meet client expectations and organizational quality standards. 
• Conduct regular client check-ins to address concerns, gather feedback, and ensure their evolving needs are met. 
• Implement strategies to retain clients by providing value-added services and maintaining high service quality. 
• Leverage HR analytics and metrics to identify areas for improvement, optimize service delivery, and provide actionable insights to clients. 
• Contribute to the deployment of technology-driven tools to streamline workflows, improve efficiency, and enhance client satisfaction. 
• Source new prospects, rebuild and nurture relationships with existing and dormant clients to restore trust and re-establish partnerships. 
• Conduct process reviews and recommend improvements to ensure operational excellence. 
• Conduct research on HR trends, market dynamics, and client-specific needs to inform strategies and service offerings. 
• Translate complex client needs into actionable HR initiatives that prioritize impact and scalability. 
• Foster a collaborative, client-focused culture within the team to enhance overall performance. 
• Provide feedback and recommendations to the manager to improve team alignment and client satisfaction. 
• Prepare reports and updates for the HR team, highlighting progress, challenges, and opportunities for improvement. 

Requirements: 

• Bachelor’s degree in Human resources, Business Administration, or a related field. 
• Minimum of 3 years' experience in HR operations, research, or client engagement preferably within the consulting space 
• Strong analytical skills with some experience in HR data analytics or reporting. 
• Exceptional written and verbal communication skills, with strong attention to detail, are a must-have. 
• Proficiency in Microsoft Office Suite and research tools. 
• Proficiency in Microsoft 365 business suite  

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Job Description

The Human Resource Manager will serve as a strategic leader responsible for driving business growth through targeted client engagement, advanced HR analytics, and seamless execution of HR projects. This role focuses on leveraging data-driven insights, optimizing processes, and fostering strong client relationships to deliver innovative HR solutions that align with business objectives. 

As a critical member of the leadership team, the manager will identify new business opportunities, oversee client retention initiatives, and lead the execution team to ensure efficiency, precision, and excellence in HR service delivery. The ideal candidate will demonstrate a deep understanding of HR strategy, business development, and advanced technology, blending creativity with operational expertise to enhance organizational impact. 

Pivotage’s Area of Focus: Talent Acquisition |Verifications| Performance Management| People Management | Compensation & Benefits| Learning and Development   

Responsibilities 

HR Service Delivery and Execution 

• Act as a strategic advisor to clients, ensuring HR solutions align with their broader business objectives and deliver measurable results. 
• Build strong client relationships by delivering exceptional service and proactively addressing evolving needs. 
• Lead and manage the HR execution team, aligning efforts with client objectives and ensuring efficient project delivery. 
• Implement scalable, standardized processes to enhance timelines and resource allocation. 
• Monitor project progress and outcomes, ensuring high-quality deliverables meet client expectations. 
• Deploy technology and innovative tools to enhance operational efficiency and client satisfaction. 
• Co-create HR strategies with clients to address workforce challenges, improve engagement, and achieve organizational success. 
• Foster a high-performance, client-focused team culture, promoting professional growth, creativity, and accountability. 
• Track and evaluate KPIs to measure the success of client engagements and service delivery efforts. 
• Report on client satisfaction, revenue growth, and operational efficiency, providing actionable recommendations to leadership. 

Business Development 

• Develop and implement strategic plans to acquire new clients and expand service offerings. 
• Build and nurture relationships with prospective and existing clients, positioning the company as a trusted HR solutions partner. 
• Identify market trends and client needs to create innovative service propositions that provide a competitive edge. 
• Collaborate with internal teams to design and execute lead generation campaigns and initiatives, maximizing conversion opportunities. 
• Achieve revenue targets by leveraging strategic partnerships, cross-selling HR services, and presenting tailored solutions to decision-makers. 
• Create and implement client retention strategies, including value-added services and regular performance reviews. 
• Conduct client engagement sessions to gather feedback, propose improvements, and enhance service delivery. 

Research and Analysis 

• Translate complex client needs into actionable HR initiatives, focusing on impact and scalability. 
• Conduct in-depth research on HR trends, market dynamics, and client-specific needs to inform service development. 
• Provide thought leadership by sharing data-driven insights and recommendations that support client objectives. 
• Benchmark against industry standards and competitors to identify opportunities for innovation and service differentiation. 
• Use analytics to refine processes, optimize resources, and enhance client outcomes. 

Requirements: 

• Bachelor's degree in human resources, Business Administration, or a related field. 
• MBA or equivalent certificate is an added advantage. 
• Minimum of 4 to 5 years of experience in operations, research and business development, with a focus on HR consulting or professional services. 
• Professional certifications such as SPHR, SHRM-SCP or SPHRI is an added advantage 
• Strong analytical skills with experience in HR data analytics and business intelligence. 
• Proven ability to deploy HR projects effectively and manage cross-functional teams. 
• Excellent communication and client service skills with a focus on relationship management. 
• Demonstrated ability to foster creativity and innovation in HR practices. 
• Strong understanding of organizational culture and the importance of culture fit in employee engagement. 
• Proficient in the use of Microsoft and other workspace tools. 

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The People and Culture Manager leads the strategic and operational efforts to create a thriving workplace culture and drive employee performance, engagement, and development across the organization. This role oversees the full employee lifecycle, including talent acquisition, onboarding, performance management, and offboarding, while championing initiatives that optimize manpower utilization and align workforce capabilities with business objectives. 

Acting as a strategic partner to leadership, the manager designs and implements policies, processes, and programs to enhance employee experience, foster a high-performance culture, and support the overall growth and sustainability of the organization. The role combines HR generalist expertise with a focus on employee engagement, strategic workforce planning, and development to ensure the organization attracts, retains, and nurtures top talent. 

Job Responsibilities 

• Design and implement workforce strategies to align talent needs with business objectives, ensuring optimal manpower allocation and utilization. 
• Lead manpower forecasting and capacity planning to support long-term organizational growth. 
• Develop and execute talent development programs to build employee capabilities, support career progression, and address skills gaps. 
• Foster a positive and inclusive workplace culture that promotes collaboration, innovation, and accountability. 
• Create and implement employee engagement strategies to boost satisfaction, productivity, and retention. 
• Conduct regular employee surveys and use feedback to shape organizational policies and initiatives. 
• Act as a cultural ambassador, reinforcing company values and enhancing team dynamics. 
• Lead the design and execution of performance management systems, ensuring alignment with organizational goals. 
• Support managers and employees in setting performance goals, conducting appraisals, and driving continuous improvement. 
• Develop tools and frameworks to measure and enhance individual and team performance. 
• Identify training needs and design programs that support skill development, leadership growth, and succession planning. 
• Partner with stakeholders to deliver customized training solutions and track program effectiveness. 
• Champion a culture of continuous learning and professional development across the organization. 
• Oversee the full employee lifecycle, from recruitment and onboarding to offboarding, ensuring a seamless and supportive experience. 
• Ensure compliance with labor laws, regulations, and internal HR policies. 
• Act as a trusted advisor to employees and leadership on all people-related matters, addressing issues with discretion and effectiveness. 
• Manage HR systems and data to improve decision-making and operational efficiency. 
• Lead and mentor the HR team, fostering a high-performance culture within the department. 
• Collaborate with department heads and senior leaders to implement strategies that drive manpower and business success. 
• Continuously refine and optimize HR processes to enhance efficiency and effectiveness. 
• Leverage technology and data analytics to drive informed decision-making and improve employee outcomes. 

Job Requirements: 

• Minimum of a bachelor's degree in human resources, Business Administration, Psychology, or a related field. 
• Additional certifications (e.g., CIPM, SHRM, CIPD, SPHR, PHRi) is a must have 
• Minimum of 5 years of progressive experience in human resources or related roles, with at least 2–3 years in a leadership position. 
• Proven track record in managing HR functions such as recruitment, performance management, employee engagement, and compliance. 
• Deep understanding of HR best practices, labor laws, and regulatory requirements. 
• Strong leadership and people management skills, with the ability to inspire and lead a team. 
• Excellent verbal and written communication skills for effective employee engagement and relationship building. 
• Proficiency in HRIS and other relevant tools or platforms. Advanced knowledge of Microsoft Office Suite (Word, Excel, PowerPoint). 
• Self-motivated and results-oriented, with a passion for continuous improvement. 
• Adaptable and able to thrive in a fast-paced, dynamic work environment. 
• Demonstrated experience in leading change management or organizational development initiatives