Job Description

Ibex Consultants and Phoenix Consulting have signed a partnership for Iran to form Phoenix Consulting Iran. Phoenix Consulting is a boutique management consulting firm specialized in human capital solutions and operating across the Middle East region. The Phoenix Consulting core team profile consists of seasoned management consultants coming from global consulting firms, including Hay Group, Aon Hewitt, Deloitte, Ernst & Young, and PricewaterhouseCoopers. 1. Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations. 2. Support the team in conducting organization diagnostics, benchmark analysis, identification of gaps, and identification of organization design principles, development of high level organization structure, detailed departmental structures, job analysis, job descriptions, job evaluation and grading. 3. Undertake manpower analysis exercises in order to identify the optimal FTE output for organizations. 4. Partner with clients to carry out change leadership and organizational effectiveness solutions focused on topics like retention, workforce management and deployment, compensation and rewards, organization design, etc. 5. Participate in the design, development and implementation of innovative workforce retention programs. 6. Consult with clients on the compensation and benefits philosophy and its successful application. 7. Assist and support the team in diagnosing and reviewing the entire gamut of HR processes including HR process diagnostics, identification of gaps, redesign of the HR processes, aligning HR team structure, redesigning the roles and responsibilities of the HR function. 8. Assess current and develop new organizational culture to support transformation goals. 9. Consult with the team to provide talent solutions that address key talent issues, including organizational effectiveness, workforce planning, organization design, associate engagement, talent assessment, development, and succession planning. 10. Identify, integrate, and deliver effective People team services like talent management and development, organizational design and effectiveness, change management, strategic consultation and coaching, and employee engagement strategies. 11. Support the review of performance management systems and processes, identification of gaps in the existing performance management systems, identification of PMS design principles, integration of key performance indicators, alignment with other HR processes, and development of PMS manuals, forms and communication materials. 12. Facilitate human capital assessments for major client organizations, including analyzing the impact of mergers and divestitures. 13. Identify key behavioral codes and themes, develop behavioral competency models based on the identified themes, and develop a competency matrix detailing the behavioral indicators across various levels, conduct role profiling, administration support for competency assessments using assessment center method and preparation of assessment center report. 14. Provide strategic consulting services to clients to help them strategically integrate effective HR processes, programs and practices into their daily operations. 15. Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations. 16. Draft proposals for organization change management and talent solutions to support business transformations, including design, scoping, approach, best practices, timeline recommendations. 17. Assist managers with all the aspects of projects, including developing deliverables, implementing solutions, and tracking and reporting activities. Analyze data gathered and develop solutions or alternative methods of proceeding. 18. Identify board directors’ performance evaluation principles, develop board performance evaluation framework, design multi-stakeholder feedback framework, develop multi-stakeholder feedback questionnaire, facilitate MSF administration, conduct MSF analysis, identify performance gaps and develop individual reports and individual development plan for Board Directors. 19. Support the review of current employee engagement framework, study the strategic intent and change impact, design employee engagement questionnaire, communication materials, administration of employee engagement surveys, survey result analysis, identification of gaps in the employee engagement by various demographic factors, action planning facilitation and development of HR and leadership interventions to address gaps. 20. Support the design and development of compensation design principles, policies and procedures, development of grade structures, design of compensation plan, alignment to other HR processes and review of alignment with regulatory requirements. 21. Support the review of the HR policies and procedures, facilitate alignment with regulatory requirements. 22. Identify key career development principles, define the shared vision for career development, and develop succession planning framework, set the guidelines for career development, design the career development model including design of career paths and ladders. 23. Understand the business requirements, gather organizational and individual development needs, design learning maps and learning master plans. The content of this job description is aimed to illustrate a general description of the respective job and is not to be construed as entirely comprehensive.