Human Capital Management

Highlights

Benefits

Competency Modeling

• Analyze and implement targeted human capital solutions to address strategic workforce management priorities. 
• Strong experience collecting, analyzing, and visualizing quantitative and qualitative workforce data puzzle pieces. 
• Communicate findings to senior client leaders and stakeholders. 
• Work closely with clients to understand their questions, needs, and expectations earlier on.
  

Career Pathing Agility

• Advise leadership, stakeholders, clients, and employees on a broad range of purposeful and impactful talent management activities aligned with mission-focused methodologies, such as data collection, development of recommendations, and production of actionable road and/or career mapping.

Process Map Metrics Data-Driven Solutions 

• Leverage critical thinking to focus on continuous improvement and solutions to drive efficiencies and scalability of the HR function.

Performance Management

• Coach and advise on complex, time-sensitive performance and behavior management concerns, talent management, disciplinary actions, policy interpretation, risk assessment, and mitigation. 
• Implement improvement strategies, ensure continuous monitoring, and coach managers and leaders on workplace issues. 
• Aligned with best practices and employee-specified S.M.A.R.T goals.
  

Talent Management

• Understand the Talent Acquisition life cycle to identify trends and lead strategies. 
• Design forward-leaning and creative talent strategies; the right talent is crucial for organizational growth. 
• Provide solutions that enable our clients to achieve their business goals in a way that is aligned with current and future strategic growth objectives. 
• Understand the Talent Acquisition life cycle to identify trends and lead strategies. 
  

Policy and Procedure Refresh

• Collaborate with clients and SMEs to develop a deep understanding of policy and strategy. 
• Advise the client on the meaning of the information and how it can impact decision-making. 
• Develop or revise customized mission-purpose policies and procedures—experience in research and analysis with government policies and strategic documentation. 
  

Transition and Change Management

• We appreciate that ‘ah-ah’ moment when our clients or stakeholders realize we assisted them on a visible path to transforming their organization's action plan into reality. 
• We collaborate with clients, stakeholders, and SMEs to analyze and identify strategies to mitigate any negative impact of changes on organizational performance and employee behavior. 
  

Retention Survey Date Analysis

• Work with organizations to determine and articulate goals, identify business opportunities and potential growth areas, and develop action plans for organizations to achieve their long-term goals and objectives, such as practical training, coaching, performance feedback, team building, and succession planning.
  

Onboarding Operational Guide

• Defining job roles and pre-employment assessments to include specific job descriptions. 
• Experience with managing sensitive, critical employee situations. Knowledge of employment laws and regulations. 
• Highlighting smooth employee onboarding and paperwork and ensuring compliance with legal and ethical standards.
  

Succession Strategies

• Design, implement, and manage comprehensive recognition programs that enhance employee engagement, productivity, and satisfaction. 
• Drive a positive employee experience and increase retention of unique and differentiated technical and non-technical talent skills. 
• Implement a process map navigation action plan to achieve success.
  

Recognition and Award Process

• Ensure recognition programs align with organizational goals and business objectives. 
• Potentially, align with hard work, culture, and mission-forward values, promoting consistency and fairness across all levels.