RMO - Client Partner

Job Description Summary
Assigns professional services employees to specific client engagement projects with a goal of effectively
balancing resource utilization needs with planning targets, skills allocation, actual utilization and staffing
levels. Develops and manages the tactical and strategic resource plan for an offering or service line.
Incorporates workforce planning and sales support with the overall business plan. May contribute to
strategic planning and large-scale operational deployment. Works with the consulting management team
to identify the type of technical and business resources needed, assembling teams that are qualified to
perform the work and financially aligned with project budget and schedule plans. Coordinates plans for
resource redeployment or retraining with human resources, as needed.
Lead and / or contribute to building an internal organisation design and approach - this includes
tools, process and methodology
Provide a consultative approach to designing and implementing an effective organisational design
structure (including organisational design principles) considering the as is vs the to be target
operating model
Help create a workforce transformation strategy to drive improved workforce skills, tools and
abilities to keep up with constant business change
Rely on data sets and benchmarks to help guide the organisation on the overall size of the
organisation vs functions and teams
Use your industry best practice to guide and advise on organisational design, best practice and
provide industry benchmarks, intelligence and insight. In addition, advise and implement best
practice management layers and span of control, thereby helping to drive efficiency and
effectiveness in areas such as improved decision-making, communication, and collaboration etc.
Ensure an interlock with the job taxonomy team, and relevant strategic HR Business Partnering
leaders, to ensure the global job architecture reflects the jobs required as part of the to be target
operating model
Support with defining clear accountabilities, RACIs, interfaces and hand-offs as part of the target
operating model
Conduct regular audits of organisational structure and recommend changes thereby ensuring
continuous improvement in efficiencies
Design, plan and execute an organisational design strategy, with a strong interlock with the
Employee Communication and Engagement CoE
Design and actively monitor, as well as report on an organisational design/workforce
transformation scorecard
Create a strong interlock with the HR Analytics team to analyse information to inform future
demand for people and skills, and translating that into a set of actions that will develop and build
on the existing workforce to meet that demand