Job Overview

The HR Consultant will support the delivery of high-quality HR consultancy projects across a broad range of human resources disciplines.

The role requires a strong HR generalist with consulting experience who can take a client requirement or business challenge, structure the problem, conduct research and analysis, develop practical solutions, and translate findings into high-quality client-ready deliverables.

The Consultant will work across areas including:

• HR strategy
• Organisational design
• Workforce planning
• Compensation and benefits
• Salary benchmarking
• Job architecture
• Performance management
• Competency frameworks
• Policies and procedures
• Talent management
• Employee engagement
• HR analytics
• HR technology
• Organisational development

Artificial Intelligence will be an important component of how the role operates. The Consultant will be expected to confidently use AI and effective prompting techniques to improve research, analysis, problem-solving, content development and project delivery, while ensuring that AI-generated outputs are appropriately validated, accurate, confidential and suitable for client use.

The role requires a combination of strong HR knowledge, analytical capability, project management, consulting skills, technology awareness and excellent written and verbal communication.

KEY RESPONSIBILITIES

HR Consulting & Advisory

• Deliver HR consultancy projects from initial scoping and research through analysis, solution development and final client delivery.
• Understand client requirements, organisational challenges and business objectives and translate these into practical HR solutions.
• Conduct HR diagnostics, audits, gap analyses and reviews to identify areas for improvement.
• Develop recommendations, frameworks and implementation plans based on client requirements and available evidence.
• Provide practical HR advice and guidance across a broad range of people-related matters.
• Research HR trends, leading practices and emerging approaches to support project recommendations.
• Work across multiple client projects and HR disciplines depending on business requirements.

HR Strategy, Operating Models & Organisational Design

• Support the development of HR strategies and people plans aligned with organisational objectives.
• Review and develop HR operating models, structures, roles and responsibilities.
• Support organisational design and restructuring projects.
• Develop organisation charts, role profiles and responsibility frameworks.
• Conduct workforce planning and workforce analysis.
• Support the development of HR governance frameworks and decision-making structures.

Compensation, Benefits & Job Architecture

• Conduct salary and market benchmarking exercises using available market data and relevant comparator organisations.
• Analyse compensation data and identify market positioning, trends, gaps and anomalies.
• Support the development and review of salary structures, pay scales and compensation frameworks.
• Develop and review job grading and job architecture frameworks.
• Support job evaluation and role-sizing activities.
• Analyse employee compensation data using Excel and other analytical tools.
• Develop clear recommendations and client-ready reports based on compensation analysis.
• Support the review and development of benefits structures and reward practices.

HR Policies, Procedures & Governance

• Develop and review HR policies, procedures, employee handbooks and HR governance frameworks.
• Translate organisational requirements into clear, practical and user-friendly HR documentation.
• Develop HR standard operating procedures, workflows, templates and supporting documentation.
• Conduct policy reviews and gap analyses.
• Support clients in establishing consistent and effective HR practices.
• Where required, work alongside appropriate subject-matter experts to ensure policies consider applicable employment requirements.

Performance Management

• Design and review performance management frameworks.
• Develop performance objectives, KPIs and supporting performance-management documentation.
• Support the design of goal-setting and performance-review methodologies.
• Develop performance-management cycles, processes, templates and guidelines.
• Support clients in improving alignment between organisational objectives, departmental objectives and individual performance.

Competency, Career & Talent Frameworks

• Develop competency frameworks covering behavioural, functional, technical and leadership competencies as required.
• Support competency mapping across roles and organisational levels.
• Develop career pathways and progression frameworks.
• Support succession-planning and talent-management initiatives.
• Develop talent matrices, assessment criteria and supporting tools.
• Support the design of learning and development frameworks linked to organisational and competency requirements.

Job Descriptions & Role Documentation

• Develop and review job descriptions across different organisational functions and levels.
• Conduct role analysis to clarify accountabilities, responsibilities, qualifications and competency requirements.
• Ensure alignment between organisational structures, job descriptions, job architecture and compensation frameworks.
• Maintain consistency and quality across large-scale job-description development projects.

Employee Engagement & Organisational Development

• Support employee-engagement and organisational-culture initiatives.
• Analyse employee feedback, survey findings and qualitative information.
• Develop recommendations and action plans to address identified organisational issues.
• Support organisational-development initiatives focused on effectiveness, capability and employee experience.
• Assist clients with change initiatives and the people-related implications of organisational transformation.

HR Analytics & Data Analysis

• Analyse workforce and HR data to identify trends, relationships, gaps and potential areas for improvement.
• Develop HR dashboards, reports and analytical models.
• Use advanced Excel functionality to structure, analyse and validate HR and compensation data.
• Translate complex datasets into clear findings and actionable recommendations.
• Develop charts, tables and visualisations that effectively communicate insights to clients.
• Ensure data accuracy and conduct appropriate quality assurance prior to presenting findings.
• Support the development of workforce metrics and HR KPIs.