Senior Human Resources Change Management Consultant

Company:

Description:

At Mercer, we make a difference in the lives of more than 115 million people every day by advancing their health, wealth, and careers. We’re in the business of creating more secure and rewarding futures for our clients and their employees – whether we’re designing affordable health plans, assuring income for retirement, or aligning workers with workforce needs.

We are seeking a talented individual to join our Career Consulting team at Mercer. This role will be based in either the Seattle, Los Angeles, or San Francisco office. This is a hybrid role that has a requirement of working at least three days a week in the office.

Senior Human Resources Change Management Consultant

In our Career consulting business, we offer clients our expertise in a variety of areas that improve the employee experience. We help clients develop attractive compensation plans, measure and drive employee engagement, design effective career/job architectures, identify and implement HR technology solutions, assess pay equity, manage organizational change, create compelling HR communications, and more.

What can you expect?

• The Senior Human Resources Change Management Consultant will be responsible for generating and delivering client work as well as contributing to thought leadership around managing organizational change, which could be driven topics such as:

  • Business event (e.g., M&A)

  • Technology deployment (e.g., new HCM implementation)

  • HR function re-organization (e.g., standing up shared services center)

  • Human capital program change (e.g., new approach to pay transparency)

• You will be responsible for project delivery, contribution to solution area, business development, and team management

We will count on you to:

Business Development

• Partner with other senior consultants and client managers to identify target organizations in the mid-to-large market for change management services; independently identify prospects in the market for change management services; lead discussions with prospects and clients on Mercer’s change management value proposition and service offerings; prepare proposals and present Mercer’s capabilities to a wide range of prospects and stakeholders; and work to bring opportunities to successful close; negotiate final engagement terms; execute Statements of Work (SOWs) and engagement letters

Project Delivery

• Lead delivery of change management engagements, including acting as overall program manager, peer reviewer, and day-to-day client contact – projects typically include some or all of the following: change strategy development, change readiness assessments, stakeholder engagement, communication planning, training and development, organizational design, and technology enablement

• Manage project economics – deliver on time and within budget; and manage delivery teams to ensure quality and value of all project deliverables for engagements

• Develop delivery teams to build depth of subject matter expertise

• Direct and oversee data compilation, research, and analysis performed by team members

Contribution to Solution Area

• Contribute to thought leadership, sales pipeline, methodology development, and team working environment; be viewed as a leader and mentor to junior staff; also, contribute to Mercer’s overall value proposition by building positive working relationships across the firm

Manage teams

• Structure, direct, review, and interpret analyses performed by the project team; provide guidance, coaching, and feedback to team members; and supervise junior staff as well as participate in the development process (evaluate, coach, mentor) less-experienced colleagues

What you need to have:

• BA/BS degree in business, information systems, HR management, or organizational psychology

• At least 8+ years of external change management / transformation consulting experience for large organizations; with at least 5 years of proven experience as a program manager, managing large-scale projects with multiple work streams

• Content knowledge in the full spectrum of HR, from Hire to Retire (recruiting, talent, rewards, performance, etc.); in-depth content knowledge in at least three of the following areas: change strategy, organizational effectiveness, organizational design, communication planning, stakeholder engagement, and technology enablement

• Working knowledge of core Human Resources Management Systems (such as UKG) and supporting technology solutions (Recruitment, Time and Attendance, P