HR Consultant (Contract)

Temporary @Nathan & Nathan in Human Resources Email Job
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Job Description

About the job HR Consultant (Contract)

Our client is one of the largest oil companies in the world.

JOB DETAILS:

  • 6 months contract with possible extension
  • Will work remotely (will visit the company office in Abu Dhabi when required)
  • Candidate must have an experience in IT or Oil and Gas industry

 

RESPONSIBILITIES AND KEY DELIVERABLES:

  • Review and develop the Client’s existing Competency Library
  • Classify the level of competencies: Defining of Core, Behavioral, Leadership and Technical Competency
  • Review and develop existing JD’s and plug in KPI’s
  • Create and develop JD’s and KPI’s for the new roles to be introduced
  • Develop Training Library by identifying the right technical training for the
  • new and existing role
  • Conduct a fair evaluation, propose assessments during selection, interview the right IT resources for the transformation
  • Review Organization Analysis Report for developing Competency Framework
  • New/Revised Job Descriptions for all roles integrated with appropriate competency and proficiency levels
  • Develop New/Revised Job Descriptions for all roles integrated with appropriate competency and proficiency levels
  • Define KPI based performance plan for all positions – existing and new
  • Develop Competency Assessment tool for Performance Reviews, Recruitment & Selection
  • Develop Competency-based career progression plan for each job family
  • Develop Training Programs for all future roles

 

ACTION PLAN:

Organization Analysis

  • Review Organization Design to identify appropriate leadership and governance capabilities
  • Review Operation Model – to identify the interdependencies and collaboration requirements
  • Review Organization Culture and Values – to design competencies that stimulate desired behaviors and decisions that are consistent with the organization’s culture and values
  • Review Organization Strategic Roadmap to identify skills and competencies required for future

 

Competency Framework

  • Review existing roles and responsibilities defined in the job descriptions to ensure they are reflective of what is expected and aligned with organization goals.
  • Job Descriptions for new roles – Establish the purpose of every role, reporting line, and hierarchy of authorities
  • Clustering jobs within job families – to cluster identical competencies within the family
  • Competency Framework blueprint signoff based on Job Family that aligns organizational, functional, and behavioral facets, i.e., core, leadership, behavioral, and leadership competencies
  • Development of new and updating of existing Core Competency dictionary
  • Development of new and updating of existing Leadership Competency dictionary
  • Development of new and updating of existing Behavioural Competency dictionary
  • Development of new and updating of existing Technical Competency dictionary
  • Development of Competency matrix for all existing and new roles
  • Integrating desired Competency Proficiency Level with all existing and new job descriptions

 

Assessment Tools

  • Defining KPIs for all existing and new roles
  • Development of Competency Assessment tools
  • Integration of Competency Assessment tool with a Performance Review mechanism
  • Integration of Competency Assessment tool with Talent Acquisition and Selection system
  • Experience-based candidate assessment program for the hiring manager

 

Communication and Training

  • Development of communication strategy to introduce the revised Competency Framework and how it integrated with talent management programs
  • Training the Line Manager on the use of Assessment Tools for performance reviews, recruitment & selection, training impact assessment, etc.
  • Conducting townhall meetings with all staff to introduce the developed/modified systems
  • Introduction of KPI Based Performance Plan for all positions along with desired competencies proficiencies
  • Identification of training programs for each proficiency level of competency
  • Learning Checklist of each position with the organization to ensure evidence-based progression plan

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