Consulting - Human Capital - Rewards - Job Architecture Senior Consultant

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About the Division

Today's business challenges present a new wave of HR, talent and organisation priorities. Deloitte's Human Capital services leverage research, analytics, and industry insights to help design and execute critical programs from business-driven HR to innovative talent, leadership, and change programs.

There's no single path to driving value through Human Resources (HR) - not every HR initiative is transformative.  However, every HR investment can point the way to value. That's where Deloitte's HRT practitioners excel: Forging a direct path to High Impact. The success of any HR Transformation initiative extends beyond the creation of capacity and focuses on building the capability, credibility and community to deliver High Impact for the business. For three decades, our practitioners have focused exclusively on the HR function. We will never stop investing in the future of HR. We are the leader today because we are always thinking about tomorrow. 

Click here to read more about Deloitte Consulting - Human Capital Workforce Transformation

To work within the Workforce Transformation team, alongside more seasoned Consultants and Engagement Managers, in the delivery of Job Profiling, Job Evaluation and/or Job Architecture project / engagement services to clients / at client premises, that meet and exceed client expectations

Key Performance Areas:

1. Project Execution

• Support the Engagement Manager and work alongside Senior Consultants in the delivery of small to moderately-sized/moderately-complex engagements/projects, as part of a client delivery team, in specific areas of technical proficiency, as it relates to the Workforce Transformation/Reward work team, as well as in areas requiring the development of technical proficiencies in the realm of Workforce Transformation/Reward.
• Collect baseline information from clients, as part of a broader team, working under the guidance of a Project Stream Lead.
• Facilitate substantive conversations with key client contacts/stakeholders, at Manager level and below, clarify requests for information and communicate regarding project progress made.
• Contribute to the development of client presentations / discussion documentation, under guidance.
• Contribute to the brainstorming of solutions to address issues that may enhance / renew service offerings to client or that may affect the quality of delivery or timelines of a short-term project / engagement.
• Contribute to the collation of research and/or application of basic analytics capabilities to contribute to colleagues' understanding of client challenges and contribute to providing output for assimilation into engagement deliverables.
• Deliver high quality work that meets expectations for timeliness, accuracy and completeness, as per defined and contracted client Service Level Agreements.

2. Client Impact: External / Internal

• Develop internal collegial relationships proactively to support the delivery of client work, both within the Workforce Transformation team (tribe) and across Deloitte Human Capital Consulting teams (tribes).
• Participate in the design and/or development of client solutions, as part of a broader client delivery project team.
• Deliver high quality work that meets internal expectations for accuracy and timelines, to attain consistent client satisfaction and maintain professional client interactions.
• Act in the capacity of serving as a primary point of contact for small clients.
• Develop a broader understanding of Deloitte's Workforce Transformation solutions, including but not limited to Job Analysis, Job Profiling, Job Architecture, Job Evaluation, Competency Development, Performance Management and Reward.

3. Team Sales Pipeline Support

• Participate and support sales activities at smaller organisations, together with other senior team members.
• Begin to develop rapport with external clients to understand their context and needs; relay this information to more senior team members to contribute to actively building business relationships that generate leads.

4. Operational Effectiveness

• Conduct situational and data analyses to identify and understand client needs and problems on technical issues that arise.
• Understand context and impact of own role within project/engagement and conduct work accordingly.
• Review and analyse accuracy and quality of own deliverables, in conjunction with Line Manager, to ensure consistent standards of project delivery.
• Contribute to the effective operational delivery and execution of assigned project activities with project team members; maintain clear communication channels on work status.
• Provide suggestions for improvement, according to project objectives.
• Operate in an ambiguous, fast-paced environment effectively and be flexible to change.

5. Job Architecture Consulting Foundational Knowledge

5.1. Job Architecture

• Obtain a general understanding and knowledge of Job Architecture principles and frameworks, through the learned application of Deloitte IP and Job Architecture best practices.
• Provide support in the analyses of an organisation's current Job Architecture (whether in whole, or in part, depending on the size of the organisation) to evaluate where consolidation, consistencies and efficiencies can be achieved.
• Establish an understanding and supporting knowledge relating to the development and build-out of functional Job Families.

5.2. Job Analysis and JD Writing

• Possess a sound understanding and knowledge of job analysis, job description writing principles and how to apply and customise these, according to a client's needs.
• Possess the ability to interrogate, extract, analyse and distil relevant information (from interviews, questionnaires, existing JD's, organisational structures and understanding of the complexity of roles) to produce a high-quality Job Description product that captures the essence of what the role needs to achieve.

5.3. Job Evaluation

• Possess an elementary understanding and knowledge of foundational Job Evaluation principles and concepts (Job Evaluation methodology agnostic, however a general understanding and/or working knowledge of Deloitte utilized JE systems is preferable: TASK, Paterson, Peromnes, ExecEval).
• Contribute to providing a systematic and consistent approach to defining the relative worth of jobs to bring clarity, uniformity, and standardization to client evaluation structures.
• Support the delivery of both ad-hoc and high-volume Job Evaluation projects by providing ad-hoc, and project-based evaluation services and drafting standardized Job Evaluation reports.

5.4. Competency Development

• Possess an elementary understanding and knowledge relating to the conceptualization and development of bespoke behavioural and/or Technical competency frameworks for clients.
• Contribute to the identification of priority competency needs for clients.
• Understand and apply Competency Levelling, under the guidance of a more senior team member, to provide scale and sophistication to Behavioural and/or Technical competency frameworks for clients.

5.5. Performance Management

• Possess an elementary understanding and knowledge of emerging/cutting-edge Performance Management principles and concepts.
• Contribute to the build-out of bespoke Performance Management solutions for clients, dependent on their needs and future aims, in collaboration with more senior team members.

6. Reward Consulting Foundational Knowledge

6.1. Core Total Rewards

• Total Rewards Technical Knowledge & Strategy
  • Demonstrate knowledge of the vendors, technology solutions, and trends in the Total Rewards marketplace;
• Analysis of Information
  • Demonstrate ability to analyse raw client data to find creative solutions to client Remuneration issues.
• Contribution to the delivery of Total Rewards Client Projects
  • Contribute to the delivery of client work by supporting Workforce Transformation Reward technical specialists regarding inputs into, inter alia:
    • Remuneration Benchmarking
    • Executive and Non-Executive Pay Composition
    • Analyses of Remuneration Data for exercises such as Pay Equity
    • Sections within Remuneration Reports/Implementation Reports
    • Incentive Plan Design (Short Term and/or Long Term)

6.2. Compensation Advisory

• Total Reward Philosophy & Strategy
  • Demonstrate basic knowledge of South African compensation practices and governance regulations and be able to draw parallels between these and client's AS-IS state.
  • Participate in the design and/or implementation of total reward philosophy and strategies for clients, at differing levels of the organisation and with consideration to different business circumstances.
• Prescribed Methods & Tools
  • Make use of validated and proven remuneration methods and tools to satisfy the analytical requirements (AS-IS assessments and TO-BE modelling) on client projects.
  • Utilise Job Evaluation frameworks, tools and/or methodologies to salary benchmark jobs and compare jobs to general and/or specific market salary practices.
• Survey Administration & Analysis
  • Analyse and provide conclusions from General, Industry and Custom surveys and apply these to the client context appropriately.

Minimum Qualifications

• Bachelor's Degree

Desired Qualifications

• Further qualifications in a specialised field are a plus (relevant to Service Area / Business Management, etc.)

Minimum Experience

• 4– 6 years' relevant work experience (i.e., either in Corporate HR or in a Professional Services/Consulting firm, delivering Human Resources-related services). 
• Experience in client facing capacity.

Key Competencies Required / Talent Standards Capabilities:

Technical

• Possess foundational knowledge in at least one technical domain (i.e., Job Profiling, Job Evaluation, Job Architecture, Competency Modelling, Performance Management and/or Rewards).
• Demonstrated Project Management skill.
• Good report writing skills.
• Developing breadth in Consulting skills.
• Ability to develop proposals, points of view, project outcomes to external clients, under more senior team member guidance.
• Emerging knowledge and understanding of Total Rewards.
• Business Acumen.
• Knowledge of Data Analysis and Research techniques.

Behavioural

• Strong communication (written and verbal) and business partnering skills.
• Sound interpersonal and relationship building skills.
• Sound quality management orientation.
• Anchored client delivery focus.
• Adaptable to managing sudden change and ambiguity with ease.
• Ability to operate independently, when required.
• Ability to contribute to the brainstorming and solutioning of client problems.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent's data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

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We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

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If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.