Strategic Workforce Planning

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. 
• Communicate findings to senior client leaders and stakeholders. Work closely with clients to understand their questions, needs, and expectations earlier on.
  

Career Pathing Strategy

• 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 Metric Analysis

• 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 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 and 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

• Deep understanding of policy and strategy. 
• Advise the client on the meaning of the information and how it can impact decision-making. 
• Integrate analyzing measures, standard management methodologies, and metrics data—experience in research and analysis with government policies and strategic documentation, including developing customized, aligned mission-forward HR policies and procedures. 
  

Transition and Change Management 

• Understanding the effects of change and how to mitigate challenges. 
• 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 and stakeholders to analyze and identify strategies to mitigate any negative impact of changes on organizational performance and employee behavior. 
  

Retention Analysis

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

Onboarding Operational Guide

• Experience with managing sensitive, critical employee situations and defining job roles for pre and post-employment assessment. 
• Knowledge of employment laws and regulations. 
• Highlighting smooth employee onboarding and paperwork and ensuring compliance with legal and ethical standards.
  

Succession Strategies

• Identifies the process map relevant processes based on the client requirements and action plan for achieving success in the talent lifecycle related to designing, implementing, and managing 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 that are flexible to accommodate organizational growth.
  

Recognition and Award

• 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.