Ability is of little account without opportunity. -Napoleon
If you've got the ability, I've got the opportunity. My company has been engaged to deliver this analysis for the company, and I’m looking forward to delivering. If you or your potential candidates have any questions, please do not hesitate to contact me via the information noted below. Thank you, Sandy
________________________________________________________
Sandra M. Schwan | Evolving Strategies, LLC
1660 N. LaSalle Street, Suite 3011 | Chicago, IL 60614
office 312.337.8442 | mobile 312.371.7263
www.evolvingstrategies.com | [email protected]
Helping People and Organizations Learn, Change and Perform
Opportunity Brief
Information Technology (IT) Capability Consultant
Reporting Line
This role will report to the HR Business Partner for Client’s North America Finance team, who will be the primary client.
Scope
· Client’s North America Information Technology (IT) group, including Canada and the USA (circa 600 FTE).
· All grades below IT Executive Team.
Role Outcomes / Deliverables
· Program design and plan to deliver end to end Capability Build within IT.
· Future state IT capability requirements defined by function and role.
· Current state capability gap analysis by function and role.
· Define future generic roles across IT.
· IT capability build strategy developed and agreed with IT Senior Leadership Team, to include sourcing strategy.
· IT talent strategy developed and agreed with Senior Leadership Team (linked in with capability build strategy).
· Learning paths developed for generic IT roles. (Appropriate training solutions identified and where necessary brief for new training to be built)
· 2010/11 Learning and Development (L&D) road map/plan for IT (incorporating academies and skill soft roll out plan).
· Client Human Resources (HR) capability build through knowledge transfer to internal Change Consultants and L&D Consultants.
· Upon exiting Client, the program activity should be set up to enable the internal Client resource to successfully execute the plan.
Approach
· Use external knowledge and approaches, but incorporating existing Client processes where available. E.g. Talking Talent and Capability Toolkit.
· Capability requirements should be defined in line with the ongoing Organization Design activity. Including the identification of generic IT roles. Utilizing aligned Change Consultancy resource.
· Capability build and talent strategy to incorporate options around what capability the client will retain, grow or buy. The option to buy should consider ongoing outsourcing and Global Service Provider discussions.
· In building learning paths and development solutions existing academy solutions should be used as far as possible. Where new learning solutions are required these should be scoped and brokered with L&D for design and development.
· External consultant has accountability for the overall program delivery and will co-ordinate and program manage the internal resource effort. This should include aligning work, coaching and supporting in such a way as to engender knowledge transfer and learning for the aligned HR resource.
· Linking in with consultants in other areas of client’s North America business undertaking capability assessment and development activity to share learning and approach. Also to identify synergies and opportunities to avoid duplication.
Timescales
The timeline will be set as part of the initial program planning process, but broadly will be as follows;
|
Activity |
When |
|
Program scoping and planning |
April |
|
Future Capability Requirements definition |
April / May |
|
Capability Gap analysis |
May |
|
Capability build/ sourcing strategy development |
May/ June |
|
Learning paths development |
June |
|
Learning solutions brief development |
June/ July |
|
External consultant exit |
End June |
|
New learning solutions created |
July |
|
Capability development/ sourcing strategy implemented |
TBC – in line with OD roll out plans |
Person Specification
· Extensive knowledge of defining and building organizational and team capabilities.
· Strong program / project management capability.
· L&D / change consultancy background.
· Ability to engage with and quickly build rapport and credibility with senior stakeholders.
· Previous experience and knowledge of IT capabilities.
Here are some other details that I thought you all might find helpful in thinking about potential candidates:
· Immediate start date for three months for the right candidate, with the high likelihood to extend the contract to help with the design and delivery of the recommendations
· % of time onsite: full-time mostly
· Rate: Commensurate with candidate experience and match to opportunity specs
· Where the project is currently: Needing to kick off
· Client location: Downtown Chicago
· This consultant will be staffed through Evolving Strategies LLC, who is working with the client in other areas
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