Description

Overview: The Career Development Lead plays a critical role in optimizing the allocation, utilization, optimization, and development of resources within Public Sector, including:

• Resource Management - staffing of projects, balancing workload, and ensuring talent is effectively and equitably utilized to meet client needs, prepare talent for current and future needs, and achieve Public Sector's strategic goals.
• Career Development - designing and implementing programs to enhance the professional growth and advancement of talent within Public Sector (including ACE), working closely with HR, leadership, and other PI stakeholders to create and maintain an inclusive, equitable, and supportive environment that encourages continuous learning and career progression.

Reporting Relationship: People Officer

Key Responsibilities / Resource Management:

Project Staffing / Resource Allocation:

• Strategically allocate and align staff with projects based on skills, availability, development needs, project requirements, and DEIA objectives.
• Collaborate with MDs / SDs and team leads to understand project staffing needs and staff projects with the optimal mix of skills.
• Ensure teams are appropriately balanced in terms of experience and expertise.

Staffing Tool:

• Collaborate with PI Business Capability to develop and maintain a system that effectively and efficiently manages and allocates and resources and provides real-time visibility for Resource Inventory, Demand Forecasting, Capacity Planning, Skills and Experience Inventory, Utilization Rates and Availability, Reporting and Analytics.

Utilization Monitoring:

• Monitor and report on resource utilization, highlighting areas for improvement.
• Identify opportunities to enhance efficiency, productivity, and equity in utilization opportunities.

Forecasting / Capacity Planning:

• Conduct regular assessments of team members' workloads and availability.
• Anticipate future resource needs and align staffing plans with business objectives and client delivery requirements.
• Develop resource forecasting models to predict future staffing requirements.
• Provide leadership with regular updates on resource availability and demand.

Policies and Procedures:

• Develop comprehensive resource management policies and procedures that support DEIA objectives, optimize resources, enhance efficiency, and mitigate risks.
• Ensure clear documentation of policies and procedures, and them accessible to all relevant stakeholders.
• Conduct training sessions to educate leadership and staff on resource management policies and procedures.

Talent Management:

• Actively work with staff to maintain Skills & Experience Tracker (w/ updated Bios).
• Engage in ongoing staff discussions to address project assignments, development needs and interests, and other related needs and concerns.
• Work closely with HR and other key stakeholders to identify skill gaps and areas for professional development.
• Assist in the recruitment process by providing insights on talent needs.

Conflict Resolution:

• Address and resolve conflicts related to resource allocation and workload.
• Mediate between project teams to ensure fair and equitable resource distribution.

Process Improvement:

• Continuously review and improve resource management processes.
• Implement best practices to enhance the efficiency and effectiveness of resource allocation and management.

Communication:

• Communicate resource allocation decisions and changes to relevant stakeholders.
• Foster a collaborative and transparent environment within Public Sector.

Data Analysis:

• Analyze data related to resource management, such as utilization rates and project performance.
• Use data insights to make informed decisions and recommendations.

Key Responsibilities / Career Development:

Program Development:

• Designing career development programs with a Diversity, Equity, and Inclusion (DEI) lens to foster an inclusive workplace where all employees have equal opportunities for growth and advancement.
• Design, develop, and implement career development programs that align with Public Sector's strategic goals and the professional aspirations of staff.
• Collaborate with Service Line Leads and MDs to understand career development needs.
• Collaborate with PI Business Capability to leverage existing programs and identify new requirements.
• Maintain the Competency Framework and Learning Paths
• Integrate feedback from Performance Management, Talent Acquisition, Exit Interviews, and other sources in the design and delivery of career development programs.
• Regularly review and update programs to reflect the evolving needs of a diverse workforce and the organization's commitment to equity and inclusion.
• Collaborate with the DEI team or committee to align career development initiatives with broader diversity and inclusion strategies.
• Integrate DEI-focused training sessions and workshops into career development programs.

Leadership / Individual Career Development:

• In conjunction with PI Business Capability, manage the Leadership Development Program for Public Sector.
• Collaborate with and provide advice and support to staff in assessing their skills, interests, and career goals.
• Provide Guidance and resources to create personalized career development plans.
• Provide training on cultural competency, bias reduction, and the ability to lead diverse teams effectively.

Talent Management:

• Work closely with HR to identify skill gaps and areas for professional development.
• Assist in the recruitment process by providing insights and talent / competency requirements for the Talent Acquisition Team.

Mentorship Programs:

• Establish and manage mentorship programs to connect employees with experienced mentors, foster knowledge sharing and transfer, and provide professional guidance and support.
• Establish mentorship and sponsorship programs that connect employees with mentors or sponsors from diverse backgrounds.
• Encourage cross-cultural mentoring relationships to promote understanding and support.
• Collaborate with key stakeholders to leverage best practices and resources.
• Provide training, guidance, and monitor performance for the Mentorship and Buddy Programs.

Performance Management:

• Collaborate with PI Business Capability, HR, and other stakeholders to integrate career development components into the performance management process.
• Monitor Performance Management to identify skill gaps and development needs and opportunities.
• Work closely with HR and leadership to identify and prepare talent for career advancement opportunities and key roles.

Skill Assessments:

• Identify current skill gaps and future needs within Public Sector.
• Create and implement targeted development plans and opportunities to address gaps.

Data Analysis:

• Develop and maintain KPIs for Learning and Development.
• Analyze data related to Career Development and use data insights to make informed decisions and recommendations.
• Share data and insights to inform both DEI and career development efforts.

Qualifications and Skills:

• Bachelor's degree in business, management, or a related field. Advanced degree preferred.
• 5 to 7 years of experience in resource management and career development, preferably in a professional services environment.
• Strong understanding of project management principles and practices.
• Excellent communication and interpersonal skills.
• Analytical mindset with the ability to interpret data and make data-driven decisions.
• Familiarity with resource management tools.
• Proven experience in designing and implementing successful career development programs.
• Leadership and team management skills.
• Problem-solving and conflict resolution abilities.

Personal Attributes:

• Strategic thinker with an ability to align resource management and career development with organizational goals.
• Detail-oriented and organized.
• Adaptability in a dynamic and fast-paced environment.
• Collaborative and able to build positive working relationships.
• Ability to prioritize and manage multiple tasks simultaneously.

The Career Development Lead is a key player in optimizing talent resources to meet the demands of client projects while ensuring the professional development and well-being of the organization's talent pool. The role requires a combination of strategic thinking, communication skills, and a deep understanding of Public Sector's business objectives.

The salary range is $125,000 - $225,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.