ob Overview
The 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 strategy
- Organisational design
- Workforce planning
- Compensation and benefits
- Salary benchmarking
- Job architecture
- Performance management
- Competency frameworks
- Policies and procedures
- Talent management
- Employee engagement
- HR analytics
- HR technology
- Organisational development
Artificial 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 RESPONSIBILITIES
HR Consulting & Advisory
- Deliver 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 Design
- Support 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 Architecture
- Conduct 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 & Governance
- Develop 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 Management
- Design 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 Frameworks
- Develop 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 Documentation
- Develop 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 Development
- Support 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 Analysis
- Analyse 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 CONSULTING
AI 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.
EDUCATION/ QUALIFICATION
Bachelor's degree in Human Resources, Business, Management, Organisational Psychology or another relevant discipline;
or
Equivalent demonstrated professional experience in HR consulting and project delivery.
Experience
- Approximately 4-6 years of relevant HR experience, with HR consultancy or professional-services experience strongly preferred.
- Demonstrated experience delivering HR-related projects or consultancy assignments.
- Strong generalist HR knowledge across multiple HR disciplines.
- Experience personally developing professional client deliverables.
- Demonstrated experience analysing HR or workforce data.
- Experience preparing professional PowerPoint presentations and written reports.
- Demonstrated ability to work across multiple projects and client requirements simultaneously.
- Practical experience using AI tools as part of professional work is strongly preferred.
Experience working within the UAE/GCC is desirable but not mandatory.
Competencies
Broad understanding of HR disciplines with the ability to apply HR knowledge to different client environments and business challenges.
Consulting & Problem Solving
Ability to understand ambiguous business problems, structure analysis, evaluate information and develop practical recommendations.
AI & Prompt Capability
Strong ability to use generative AI and structured prompting techniques effectively, responsibly and critically within an HR consultancy environment.
Analytical Capability
Strong numerical, analytical and critical-thinking skills with the ability to interpret HR and workforce data.
Advanced Excel Capability
Strong capability in Excel for analysing, structuring, validating and presenting data.
PowerPoint & Presentation Development
Ability to create clear, structured and professional consulting presentations suitable for senior client audiences.
Project Management & Execution
Ability to structure and manage projects, coordinate multiple activities and deliver high-quality outputs within agreed timelines.
Client & Stakeholder Management
Ability to build professional relationships, understand stakeholder requirements and communicate effectively with different levels of an organisation.
Written Communication
Exceptional ability to develop clear, concise and professional policies, reports, frameworks and other HR documentation.
Presentation & Facilitation
Confidence in presenting findings, facilitating discussions and explaining complex HR concepts clearly.
Research Capability
Ability to identify appropriate sources, assess information critically and synthesise research into relevant recommendations.
Critical Thinking & Quality Assurance
Ability to challenge assumptions, verify information and ensure recommendations and deliverables are accurate and evidence-based.
Technology Orientation
Comfort using technology, AI and digital tools to improve the quality and efficiency of HR consultancy delivery.
Attention to Detail
High standards of accuracy, consistency and presentation across analytical work and client documentation.
Adaptability
Ability to move between different industries, HR disciplines, client requirements and project types.
Commercial Awareness
Understanding of how HR solutions connect to broader organisational and business objectives.
