Performance Improvement Manager – People & Organization at Ernst & Young

You’ll actively contribute to improving operational efficiency on projects and internal initiatives. In line with Ernst & Young’s commitment to quality, you’ll consistently drive projects to completion and confirm that work is of a high quality. Your role in leading teams – or parts of teams – on engagements will depend on the size of engagement. When working on engagements, you’ll report to higher levels of management, who will expect you to anticipate and identify risks, and escalate any issues as appropriate.

As an influential member of the team, you’ll help to create a positive learning culture, coach and counsel junior team members and help them to develop.

Client responsibilities

• Participate in PAS engagements
• Help manage the financial aspects of engagements by organizing staffing, tracking fees and communicating issues to project leaders
• Participate in business development initiatives
• Build strong internal relationships within Ernst & Young Consulting Services and with other services across the organization

 People responsibilities

• Develop people through effectively supervising, coaching, and mentoring staff
• Conduct performance reviews and contribute to performance feedback for staff
• Contribute to people-related initiatives including recruiting, retaining and training PAS professionals
• Maintain an educational program to continually develop personal skills of staff
• Understand and follow workplace policies and procedures

Technical skills requirements

• Demonstrate mastery of key concepts and principles related to organization design, manpower planning and optimization, performance management systems, rewards and recognition frameworks, people capability assessment and development and change management. Show an ability to apply these consistently in engagement settings

You’ll have knowledge and experience of a number of the following areas:

• Organization design
  • Analyzing strategic intent of the organization
  • Mapping role accountabilities
  • Developing organizational structural options
  • Job design
  • Job evaluation
  • Manpower planning
• Performance and rewards
  • Performance management system and measures design
  • Balanced scorecard design and implementation
  • Compensation strategy and structure design
  • Long-term and short-term incentive scheme design including ESOPs and variable pay
• Leadership capability development
  • Competency modeling
  • Multi-stakeholder feedback
  • Assessment and development centers
  • Individual development planning and monitoring
  • Succession planning
  • Coaching and mentoring
• Change management
  • Change management strategy
  • Change readiness assessment
  • Communication plan

Experience in leading engagements/ projects in the following areas will be valued:

• Human resource strategy
  • Visioning
  • HR scorecard
  • HR outsourcing
  • HR service delivery
• Human resource transformation
  • HR diagnostic and audit
  • HR policies and processes design
  • Driving employee engagement
• HR transaction advice
  • HR pre-merger due diligence
  • HR post-merger integration

You’ll have knowledge and experience in one or more of EY’s priority industry sectors:

• Government & Public Sector
• Utilities
• Consumer Products
• Industrial Products
• Technology
• Communications & Entertainment
• Healthcare

Additional requirements

• Demonstrated track record with a blue chip consulting organization
• Demonstrated experience in business development
• Strong academic record including a degree
• Professional qualification in Human Resources or equivalent