HR Advisory Consultant

Job Summary The HR Advisory Consultant is a strategic partner responsible for delivering high-impact human capital solutions to a diverse portfolio of clients. This role sits at the intersection of business strategy and people operations, tasked with diagnosing complex organizational challenges and architecting data-driven interventions that enhance productivity, culture, and compliance. As a core member of the Advisory practice, you will lead end-to-end consulting engagements, from initial organizational audits and competency mapping to the implementation of large-scale change management frameworks. You are not just a service provider; you are a trusted advisor to C-suite executives, helping them navigate the “future of work” by aligning their people architecture with their long-term commercial objectives. Key Responsibilities Strategy & People Architecture: Design and implement Target Operating Models (TOM) and organizational structures that support business scalability. Lead Competency Mapping exercises to identify skill gaps and develop future-ready workforce plans. Advise on Change Management strategies for mergers, acquisitions, or digital transformations. Project Execution & Advisory: Conduct deep-dive HR Audits to ensure compliance with local labour laws and global best practices. Develop high-impact deliverables including policy frameworks, employee value propositions (EVP), and performance management systems. Facilitate workshops and strategy sessions for C-suite executives and HR leadership teams. Data Analytics & Insight: Utilize HR metrics and data visualization to provide clients with actionable insights regarding turnover, engagement, and productivity. Benchmarking compensation and benefits structures against industry standards to ensure market competitiveness. Business Development & Relationship Management: Identify opportunities for “add-on” services within existing client accounts. Contribute to the drafting of proposals and bits for nationwide or international HR projects. Core Focus Areas: Organizational Design: Redefining structures and workflows to eliminate silos and drive agility. Talent Strategy: Deg robust frameworks for recruitment, succession planning, and performance management. Change Leadership: Serving as the lead strategist during mergers, acquisitions, and digital HR transformations. Compliance & Risk: Mitigating people-related risks through rigorous policy development and labour law alignment. Qualifications & Experience Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field. MBA or Master’s degree is a strong advantage. Minimum of 6 years of experience in HR consulting, executive search, or a senior internal HR strategy role. Professional Certification (CIPM, SHRM-CP, PHRi, or SPHRi). Proficiency in HRIS platforms, advanced Excel (modeling), and data visualization tools. Core Competencies: Organizational design & people architecture Competency mapping Workfo