Human Resources Consultant بدوام كامل في أبوظبي
التخصص
الموارد البشرية
نوع الدوام
دوام كامل
الخبرة
أي مستوى
الموقع
أبوظبي
وصف الوظيفة
ob OverviewThe 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 strategyOrganisational designWorkforce planningCompensation and benefitsSalary benchmarkingJob architecturePerformance managementCompetency frameworksPolicies and proceduresTalent managementEmployee engagementHR analyticsHR technologyOrganisational developmentArtificial 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 RESPONSIBILITIESHR Consulting & AdvisoryDeliver 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 DesignSupport 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 ArchitectureConduct 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 & GovernanceDevelop 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 ManagementDesign 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 FrameworksDevelop 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 DocumentationDevelop 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 DevelopmentSupport 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 AnalysisAnalyse 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.AI-ENABLED HR CONSULTINGAI capability will form an integral part of the Consultant's day-to-day approach to project delivery.The Consultant will be expected to:Use generative AI effectively to support HR research, analysis, problem-solving and consultancy delivery.Develop clear, structured and effective prompts to generate high-quality outputs for different HR applications.Apply prompt-design techniques such as defining context, objectives, constraints, source information, required outputs and validation requirements.Use AI to support the development and refinement of HR policies, frameworks, job descriptions, reports, methodologies and other consultancy deliverables.Use AI to structure and analyse large amounts of qualitative information.Apply AI to support research, benchmarking and synthesis of information.Use AI alongside Excel and other analytical tools to improve analysis and productivity.Use AI to support the preparation and refinement of presentations, reports and client communications.Identify opportunities where AI can improve the efficiency and quality of HR consultancy work.Critically assess AI-generated information rather than accepting outputs without review.Validate important facts, calculations, conclusions and recommendations generated with AI.Recognise and manage potential AI risks including inaccuracies, bias, inappropriate assumptions and hallucinated information.Maintain appropriate confidentiality and data protection when using AI tools, particularly when working with employee and client information.Exercise professional judgement regarding when AI should and should not be used.Remain current with developments in AI and their application to HR and consulting.
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