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To support the Engagement Manager in the delivery of project / engagement services to / at client premises, within South Africa and occasionally in neighbouring countries (i.e., eSwatini, Botswana)

Key Performance Area

1. Project Execution

• Support the Engagement Manager in the delivery of 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.
• Develop client presentations / discussion documentation, under Managerial guidance.
• Raise solutions to address issues that may enhance / renew service offerings to client or that may affect the quality of delivery or timelines of the engagement.
• Conduct research and/or apply analytics capabilities to provide output for assimilation into engagement deliverables.
• Provide oversight, guidance and coaching to more junior consultants, in the delivery of projects.
• Maintain quality and timeous delivery, as per defined and contracted client Service Level Agreements.
• Issues raised timeously enabling resolution
• Contribute to team knowledge sharing
• Contribute to timeous billing and revenue flow

2. Client Impact: External / Internal

• Develop internal collegial relationships proactively to support the delivery of client work, across Deloitte Human Capital Consulting teams (tribes).
• Support 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.
• Develop, deepen and apply knowledge in the delivery 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.
• Cross-collaborate across other teams
• Delivery on client needs
• Collaborative effort to meet deliverables
• Professionalism and quality of deliverables
• Positive client feedback on delivery

3. Team Sales Pipeline Identification

• Build rapport with external clients to understand their context and needs and actively build business relationships that generate leads.
• Gather information to understand broader offerings of Deloitte, seek opportunities for cross-selling/follow-on work and collaborate with more Senior team members to win profitable, repeat business.
• Contribute to winning profitable, repeat business by conducting background research, shaping client opportunities and contributing to the development of RFQ’s, RFP’s, Bids and Tenders, under Managerial guidance.
• Lead generation
• Revenue increase / client retention

4. Operational Effectiveness

• Identify client needs and problems on technical issues that arise and propose resolutions to address these.
• Understand context and impact of own role within project/engagement and conduct work accordingly.
• Manage risk in area(s) of project engagement, in alignment with Deloitte policies.
• Review and analyse accuracy and quality of own deliverables, in conjunction with Line Manager, to ensure consistent standards of project delivery.
• Work with and coordinate project activities with project team members; maintain clear communication channels on work status.
• Operate in an ambiguous, fast-paced environment effectively and be flexible to change.
• Effective delivery of area of responsibility
• Mitigation of risk to Deloitte and client
• Outputs meets Line Managers’ expectations

5. Job Architecture Consulting Specialisation

5.1 Job Architecture

• Apply general understanding and knowledge of Job Architecture principles and frameworks.
• Conduct analyses of an organisation’s current Job Architecture to evaluate where consolidation, consistencies and efficiencies can be achieved.
• Possess understanding and knowledge relating to the development and build-out of functional Job Families.

5.2 Job Analysis and JD Writing

• Possess a clear 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, 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 a clear understanding and knowledge of foundational Job Evaluation principles and concepts (Job Evaluation methodology agnostic, however a general understanding and/or working knowledge of Deloitte-utilised JE systems is preferable: TASK, Paterson, Peromnes, ExecEval).
• Provide a systematic and consistent approach to defining the relative worth of jobs to bring clarity, uniformity, and standardisation to client evaluation structures.
• Support the delivery of both ad-hoc and high-volume Job Evaluation projects by providing evaluation services, drafting Job Evaluation reports, and discussing outcomes with clients.
• Deliver Job Evaluation training to Deloitte clients on their preferred Job Evaluation methodology to promote skills transfer and embed internal client capability.

5.4 Competency Development

• Possess a clear understanding and knowledge relating to the conceptualisation and development of bespoke Behavioural and/or Technical competency frameworks for clients.
• Identify priority competency needs for clients and highlight any existing competency gaps.
• Leverage the application of Competency Levelling to provide scale and sophistication to Behavioural and/or Technical competency frameworks for clients.
• Contribute to building allied tools and support materials to assist clients in the deployment, measurement and monitoring of Behavioural and/or Technical competencies.

5.5 Performance Management

• Possess a clear understanding and knowledge of emerging/cutting-edge Performance Management principles and concepts.
• Conduct assessments of client’s current Performance Management processes/procedures to determine strengths and development areas.
• Recommend changes to Performance Management processes/procedures.
• Contribute to the build-out of bespoke Performance Management solutions for clients, dependent on their needs and future aims.

6. Reward Consulting Specialisation

6.1 Core Total Rewards

• Total Rewards Technical Knowledge & Strategy
  • Demonstrate knowledge of the vendors, technology solutions, and trends in the Total Rewards market place;
• Analysis & Synthesis of Information
  • Demonstrate ability to analyse raw client data, synthesize 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 in the delivery of, inter alia:
    • Drafting of Remuneration Reports/Implementation Reports
    • Drafting of Remuneration Policies
    • Incentive Plan Design (Short Term and/or Long Term)
    • Sales Compensation
    • Remuneration Benchmarking
    • Executive and Non-Executive Pay Composition

6.2 Compensation Advisory

• Total Reward Philosophy & Strategy
  • Demonstrate foundational 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 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
• 4 – 6 years’ relevant work experience (i.e., either in Corporate HR or in a Professional Services/Consulting firm, delivering Human Resources-related services)

Desired Qualifications

• Postgraduate qualification (relevant to Service Area / Business Management, etc.)
• 3 years in a client facing role

Senior Staff Talent Standards    

Living our Purpose

Identify and embrace our purpose and values and put these into practice in their professional life

Influence

Build relationships and communicate effectively in order to positively influence peers and other stakeholders

Performance drive

Seek opportunities to challenge self; teams with others across businesses and borders to deliver and takes accountability for own and team results

Strategic direction

Understand objectives for clients and Deloitte, align own work to objectives and sets personal priorities

Talent development

Develop self by actively seeking opportunities for growth, share knowledge and experiences with others, and act as a strong brand ambassador

Cross Consulting Capabilities

Delivery Excellence

Ability to produce a high quality work product and collaborate with others to deliver a superior client experience

Knows the Business and Sector

Ability to understand how business functions operate and how sector trends impact a client’s business

Analytical Thinking & Problem Solving

Ability to select appropriate methods for collecting and analysing data, and develop informed recommendations that shape or support the client’s business strategy

Financial Acumen

Ability to incorporate financial information when evaluating strategic options

Executive Presence

Ability to deliver key messages with clarity, confidence and poise to instill confidence in clients

Logical Structuring

Ability to organise insights and define a logical flow to tell a story when presenting recommendations

Global Mindset

Ability to apply a global and diverse perspective to problem solving

Business-Technology Acumen

Ability to address client business challenges in the intersection of process and technology

Service Line Capabilities

Builds Broad-based Domain Knowledge

Ability to apply breadth of experience in a domain to support initiatives that enable the client’s strategic agenda

Employs Analytical Acumen

Ability to develop a sound business case and tell a story through detailed analysis and insights

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.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.