Senior Resource Analyst

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Senior Resource Analyst

Job Description Summary

Assigns professional services employees to specific client engagement projects with a goal of effectively balancing resource utilization needs with planning targets, skills allocation, actual utilization and staffing levels. Develops and manages the tactical and strategic resource plan for an offering or service line. Incorporates workforce planning and sales support with the overall business plan. May contribute to strategic planning and large-scale operational deployment. Works with the consulting management team to identify the type of technical and business resources needed, assembling teams that are qualified to perform the work and financially aligned with project budget and schedule plans. Coordinates plans for resource redeployment or retraining with human resources, as needed.

• Lead and / or contribute to building an internal organisation design and approach – this includes tools, process and methodology

• Provide a consultative approach to designing and implementing an effective organisational design structure (including organisational design principles) considering the “as is” vs the “to be” target operating model

• Help create a workforce transformation strategy to drive improved workforce skills, tools and abilities to keep up with constant business change

• Rely on data sets and benchmarks to help guide the organisation on the overall size of the organisation vs functions and teams

• Use your industry best practice to guide and advise on organisational design, best practice and provide industry benchmarks, intelligence and insight. In addition, advise and implement best practice management layers and span of control, thereby helping to drive efficiency and effectiveness in areas such as improved decision-making, communication, and collaboration etc.

• Ensure an interlock with the job taxonomy team, and relevant strategic HR Business Partnering leaders, to ensure the global job architecture reflects the jobs required as part of the “to be” target operating model

• Support with defining clear accountabilities, RACIs, interfaces and hand-offs as part of the target operating model

• Conduct regular audits of organisational structure and recommend changes thereby ensuring continuous improvement in efficiencies

• Design, plan and execute an organisational design strategy, with a strong interlock with the Employee Communication and Engagement CoE

• Design and actively monitor, as well as report on an organisational design/workforce transformation scorecard

• Create a strong interlock with the HR Analytics team to analyse information to inform future demand for people and skills, and translating that into a set of actions that will develop and build on the existing workforce to meet that demand

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