HR Consultant - Cuauhtémoc, D. F. » Plaza Vacante

HR Consultant – Cuauhtémoc, D. F.

HR Consultant - Cuauhtémoc, D. F. » Plaza Vacante



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HSBC is committed to building a culture where all employees are valued, respected and where their opinions count. We want to build a culture where our employees are comfortable in bringing their whole self to work, regardless of gender, age, sexuality, ethnicity, disability, religious belief, background, and any other aspect of personal difference.”

“HSBC employees are committed to act with courageous integrity and standing firm for what is right. We are reliable, open to different ideas and cultures and connected with customers, community, regulators and with each other.”

Role Purpose

As an HR Consultant you’ll be accountable for the successful delivery of projects in support of the business strategy set out in strategic people plans. You’ll work closely with HR Business Partners and specialists to help design pragmatic solutions to solve business problems. You will help frame complex challenges by leveraging internal and external expertise to deliver solutions that have measurable impact for our business clients.

Principal Accountabilities

  • Create and drive effective project plans to support delivery of business outcomes outlined in strategic people plans
  • Find pragmatic solutions to solve business problems by framing complex challenges and thinking creatively leveraging internal and external expertise
  • Execute deployment of HR solutions that have measurable impact through keeping focus on quantifiable difference to the organization and project success
  • Analyse workforce trends utilising advanced analytics, formulating insights & recommendations to inform workforce strategy development
  • Demonstrate strong leadership and role-model behaviours for the function and business. Advocate and champion the HR delivery model, driving collaboration between HR Consultant and COEs and HRBPs
  • Help HRBPs and Centres of excellence explore and scope possible solutions to business problems
  • Partner with the relevant Centres of Excellence teams to understand the advances in technology/analytics and consider how new/different ways of reporting and analysis can bring value to the business.
  • Partner with the workforce analytic team to undertake medium and long term workforce analysis perspectives, anticipating the impacts of the future of the workforce and how this may impact/benefit project planning and strategic deliverables
  • Create collaborative environment in which COEs are included in direct conversations with the business so they feel empowered to really understand the business, its strategy and priorities
  • Develop solution designs that are value / benefits focused
  • Drive programme delivery proactively, balancing scope, stakeholders, interdependencies, budget, timeframes and risks
  • Determine appropriate project staffing and associated responsibilities. Set high expectations concerning quality and put in place quality assurance processes. Support the business partner to build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
  • Report progress, issues, dependencies and risks to the relevant governance forum and make recommendations to influence decision making in order to maintain progress towards delivery and benefits realization. Ensure the smooth and timely handover of project activity in to the business as usual HR team.
  • Brief COEs partners on the programme deliverables and required outcomes, involving the COEs in the building of the project plan as relevant including effective and relevant deployment of COE product offering which fulfil the business needs
  • Harness the network of knowledge across the Centres of Expertise and HR Business Partners through tools, such as collaboration software, removing duplication of work and actively encouraging innovation
  • Understand and champion the HR service delivery model – using positive and helpful language with customers putting the HR and Business Customer in the centre of what we do
  • Understand and champion all HR policies and procedures and challenge and continually raise concerns as relevant where processes are not being followed and process improvement reviews are required.
  • Support the design, delivery and enablement of global and local People Strategy.
  • Apply several skills at once (such as business acumen, data judgment, leadership)
  • Develop relationships with HR colleagues globally.
  • Consistently manage a balance between the business change initiatives and HR driven initiatives intended to grow engagement with a backdrop of industry pressures, changes in the economy and ongoing revenue and cost challenge
  • Manage a balance between organizational need, employee need, customer need and the HR teams’ ability to deliver and change.

Knowledge & Experience

  • Project management tools
  • Business diagnostic
  • Design thinking
  • Change management
  • Statistical analysis
  • Consulting framework

Capabilites:

Consulting Agility, Business Fluency, Emerging Trends Adaptability, Complex stakeholder management , Innovation and Idea Management, Problem Solving & Critical Thinking, Delivery at Pace, Challenging the Status Quo, Working in a Dynamic Environment

HSBC is committed to building a culture where all employees are valued, respected and where their opinions count. We want to build a culture where our employees are comfortable in bringing their whole self to work, regardless of gender, age, sexuality, ethnicity, disability, religious belief, background, and any other aspect of personal difference.”

“HSBC employees are committed to act with courageous integrity and standing firm for what is right. We are reliable, open to different ideas and cultures and connected with customers, community, regulators and with each other.”

Role Purpose

As an HR Consultant you’ll be accountable for the successful delivery of projects in support of the business strategy set out in strategic people plans. You’ll work closely with HR Business Partners and specialists to help design pragmatic solutions to solve business problems. You will help frame complex challenges by leveraging internal and external expertise to deliver solutions that have measurable impact for our business clients.

Principal Accountabilities

  • Create and drive effective project plans to support delivery of business outcomes outlined in strategic people plans
  • Find pragmatic solutions to solve business problems by framing complex challenges and thinking creatively leveraging internal and external expertise
  • Execute deployment of HR solutions that have measurable impact through keeping focus on quantifiable difference to the organization and project success
  • Analyse workforce trends utilising advanced analytics, formulating insights & recommendations to inform workforce strategy development
  • Demonstrate strong leadership and role-model behaviours for the function and business. Advocate and champion the HR delivery model, driving collaboration between HR Consultant and COEs and HRBPs
  • Help HRBPs and Centres of excellence explore and scope possible solutions to business problems
  • Partner with the relevant Centres of Excellence teams to understand the advances in technology/analytics and consider how new/different ways of reporting and analysis can bring value to the business.
  • Partner with the workforce analytic team to undertake medium and long term workforce analysis perspectives, anticipating the impacts of the future of the workforce and how this may impact/benefit project planning and strategic deliverables
  • Create collaborative environment in which COEs are included in direct conversations with the business so they feel empowered to really understand the business, its strategy and priorities
  • Develop solution designs that are value / benefits focused
  • Drive programme delivery proactively, balancing scope, stakeholders, interdependencies, budget, timeframes and risks
  • Determine appropriate project staffing and associated responsibilities. Set high expectations concerning quality and put in place quality assurance processes. Support the business partner to build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.
  • Report progress, issues, dependencies and risks to the relevant governance forum and make recommendations to influence decision making in order to maintain progress towards delivery and benefits realization. Ensure the smooth and timely handover of project activity in to the business as usual HR team.
  • Brief COEs partners on the programme deliverables and required outcomes, involving the COEs in the building of the project plan as relevant including effective and relevant deployment of COE product offering which fulfil the business needs
  • Harness the network of knowledge across the Centres of Expertise and HR Business Partners through tools, such as collaboration software, removing duplication of work and actively encouraging innovation
  • Understand and champion the HR service delivery model – using positive and helpful language with customers putting the HR and Business Customer in the centre of what we do
  • Understand and champion all HR policies and procedures and challenge and continually raise concerns as relevant where processes are not being followed and process improvement reviews are required.
  • Support the design, delivery and enablement of global and local People Strategy.
  • Apply several skills at once (such as business acumen, data judgment, leadership)
  • Develop relationships with HR colleagues globally.
  • Consistently manage a balance between the business change initiatives and HR driven initiatives intended to grow engagement with a backdrop of industry pressures, changes in the economy and ongoing revenue and cost challenge
  • Manage a balance between organizational need, employee need, customer need and the HR teams’ ability to deliver and change.

Knowledge & Experience

  • Project management tools
  • Business diagnostic
  • Design thinking
  • Change management
  • Statistical analysis
  • Consulting framework

Capabilites:

Consulting Agility, Business Fluency, Emerging Trends Adaptability, Complex stakeholder management , Innovation and Idea Management, Problem Solving & Critical Thinking, Delivery at Pace, Challenging the Status Quo, Working in a Dynamic Environment