- Project status
- Project start date
- Project posted
- 19 Mar 2019 15:44
- Project duration (approx.)
- 6.0 Months
- Budget (approx.)
- US$800 / day
- Level of Experience
- Area of expertise
- Human Resources
- Consultant location
- United States
Objectives and Key Deliverables
One of our portfolio companies is looking for an experienced HR project manager who can help with a project to streamline their employee recruitment/on boarding process. They currently have around 8 different processes and want to reduce that to 1.
They are a security contractor. About a 6 month project with someone who could regularly come to their office (close to Washington, DC). They need someone with project management experience and HR operations experience. This person would be working closely with the CAO. Budget is TBD.
The candidate will undertake the following. Oversee and manage the operational aspects of ongoing projects and serve as liaison between project management and planning, project team, and line management. Review status' of projects and budgets; manage schedules and prepares status reports. Assess project issues and develop resolutions to meet productivity, quality, and client-satisfaction goals and objectives. Develop mechanisms for monitoring project progress and for intervention and problem solving with project managers, line managers, and clients.
The following are the key stages for the project:
1. Gather data on current state (e.g., KPIs - e.g., time to fill / aging of open roles, recruiting spend per FTE, # recruiters per FTE) for comparison to industry benchmarks for each heritage company and the combined enterprise. Identify key opportunities / bottlenecks.
2. Compile a list of suppliers / vendors, systems and interfaces used across the enterprise at each stage in the recruiting an onboarding process. Analyze for overlaps and opportunities for consolidation. Review contract terms to determine consolidation timelines.
3. Summarize current and target state operating model for recruiting and onboarding - including roles and responsibilities for HR generalists, recruiters, hiring managers, leaders; analyze similarities and differences in current state. Use this to leverage SMEs to design optimal processes as consistently as possible.
4. Evaluate supporting technology to determine where current configuration and workflows do not support the target state. Leverage redesigned processes to determine system changes required.
5. Develop a change management plan to identify, anticipate and carry out the changes that will impact not only HR but also the hiring managers and other key stakeholders.
Their ideal candidate is someone already based in the DC metropolitan area who can work on site with the business every week. They would rather not fly someone in. They need someone deep in HR process and project management skills ideally developed at a consultancy firm. Someone from a highly regulated environment will be preferred as they work with the federal government.