Operating Model Design & Talent Planning Implementation

Partnered with client to design and develop a talent planning process to identify and retain key leadership talent.

Discovery Assessment

• • Analyzed workforce composition, skill inventory, roles, and headcount distribution across departments.
  • Identified gaps between current workforce and skills vs industry benchmarks.
  • Prepared work-activity analysis and mapped interdependencies between roles and functions.

Future State

• • Aligned future talent needs, skills and critical roles with new organizational structure.
  • Facilitated client’s talent review and succession planning for L2 (VP level), L3 (Executive Directors).

• • • Assessed talent pool (skills/performance/potential).
    • Selected candidates and conducted talent review meetings.
      • Identified high-potentials and succession candidates.
      • Developed talent pools and determined levels of readiness.
    • Build a talent pipeline for succession planning.
      • Created individual development plans for successors, new assignments and enabled internal mobility.

Implementation

• • Assessed impacts on people, processes, systems, culture and organization.
  • Managed end-to-end change management interventions and ensure organizational readiness.
  • Partnered with HR to align on the approach for communications, retention, compensation and transition plans.