SC HR Change Consultant

SC HR Change Consultant - Belfast - 12 Months

My client has a requirement for additional and expert HR resource to support the planning and implementation of workforce changes related implementation of the welfare reform agenda.

The phased introduction of Welfare Reform changes commences in earnest in autumn 2013, with an aggressive timescale towards full implementation. 2013 therefore represents a critical period for planning and effecting foundation changes to staffing arrangements to ensure that benefit changes can be administered accurately and effectively from Day 1.

The current departmental HR team have a full agenda in managing Business As Usual challenges and have identified the need to secure additional expert HR support to address the HR planning and implementation activities relating to Welfare Reform, in particular for the Social Security Agency (SSA).

A track record in planning and implementing the logistics of workforce change associated with major business transformation will be a key requirement.

Key requirements;
1. Track record and experience of delivering major transformational change
2. Dealing with the People aspects of Transformation change
3. Planning and implementation of change, particularly where a new Target Operating Model (TOM) is being deployed - so good understanding of how People, Organisation, Process and Technology components come together to deliver a new TOM
4. Good sound programme management skills although this secondary to 1 and 2 above
5. Structured and good analytical approach - good handle on structured tools and approaches
6. Eg. Of the above could be .implementing a new org structure, moving an organisation from one service delivery model to another (eg from traditional structure to shared services)
7. Ability to deal at all levels within an org but certainly comfortable with senior management/dealing at board level
8. Able to build a case for change with robust arguments and rationale
9. Influencing and persuasion skills
10. Able to work independently - be given some senior level direction around work packages then go away and scope, plan and deliver

Specific Role Responsibilities
Develop a detailed People plan to capture overall scope of work, activities required, delivery dated, responsibilities and inter dependencies (based on planning work already undertaken)
Detailed design and implementation of changes in working hours and working patterns to meet new service requirements
Design and implementation of new working arrangements, including extended working arrangements
Identify future skills requirements and undertake a structured review of current staff skills to determine skills gap
Detailed design and implementation of selection competitions to meet Resourcing requirements (including selection approaches, participation in interviews, etc)
Design and plan logistical moves of staff from offices to shared service centres
Identify and plan for staff back fill requirements where necessary
Design of comprehensive redeployment programme for staff displaced by changes
Liaise with line management and staff from affected business areas and offices to ensure operational considerations are factored into planned staffing changes
Provide clear and comprehensive briefings and content to the communications team around the impact of the planned changes
Although Industrial Relations will be led within the exiting Department HR function, there will be a requirement to provide appropriate message content ad updates to inform the IR process and forum
Liaise with DHR/CHR on client policy implications
Work collaboratively with other work streams within the transformation agenda, recognising inter dependencies and ensuring that these can be met

Computer People is an equal opportunities employer.