QUALIFICATIONS

Academic excellency: outstanding bachelor’s in a renowned University or University of Applied Sciences in the field of Economics, Social Sciences, or Human Resources. Relevant HR certifications are a plus.
Industry knowledge: a minimum of 3 years of practical experience in the field of HR/HR Transformation. Comprehensive knowledge of HR (Workforce Administration/Employee Data Administration, other areas are a plus) as well as HR strategy, organization, and processes.
Consulting experience : practical experience in project management in the HR environment, with extensive experience in HR process design, optimization, and transformation is an advantage. We expect in-depth knowledge of HR technology and systems and a strong understanding of HR Administration compliance and regulations.
Conceptual talent: rational thinking and ease of combining technological understanding, strategic evaluation, and implementation work i.e., efficient linking of processes between business, strategy, HR and IT. Commitment and self-responsibility to deadlines. Eagerness to learn and adapt in uncertain situations and manage multiple tasks simultaneously. Ability to support change initiatives and effectively manage tasks with exceptional problem-solving and analytical skills.
Communication and presentation skills: fluent in English (written and spoken). Other languages e.g., German, or French skills are desirable (C1 level). Strong presentation and moderation skills, with excellent communication and stakeholder management skills.
Digital affinity: very good MS Office skills as well as system experience (e.g., Oracle HCM/ Success Factors/Workday/ServiceNow/Zendesk)
Cultural fit: high reliability, team spirit, and personal fit for a leading global management consulting firm (international orientation & openness to travel, integrity).

• HR Process Assessment: Lead comprehensive evaluations of existing HR/HR Administration processes, identifying strengths and weaknesses.
• HR Process Design: Develop and design efficient and scalable HR processes (with focus on HR Administration), aligning them with best practices and industry standards.
• HR Documentation: Create clear, user-friendly process maps and standard operating procedures as well as process assessment outcome reports depending on project requirements.
• Change Management: Support change initiatives to ensure smooth adoption of new processes and technologies, including communication, training, and stakeholder engagement.
• Compliance and Risk Management: Ensure that HR processes comply with all relevant laws and regulations and implement risk mitigation strategies.
• Data Analysis: Utilize HR data analytics to measure the impact of process changes and provide insights for continuous improvement.
• Stakeholder Collaboration: Work closely with internal and external HR Teams and other departments in all project stages: requirements gathering, HR process design and project implementation.
• Performance Metrics: Establish KPIs and metrics to track the effectiveness and efficiency of HR processes.
• Industry Trends: Stay current with HR industry trends and emerging technologies to recommend process improvements.