Onboarding and Transitions Consultant

Job description / Role

Responsible for developing a consistent onboarding strategy for the region in line with global talent guidelines. Responsible for ensuring effective implementation of the onboarding strategy, transitions and exits across the region and guide inclusion of any country / business specific requirements. Engage with the business leadership to obtain buy-in for the onboarding strategy and plan, with the aim of improving engagement and retention of new joiners. Responsible for consistent implementation of the onboarding strategy across the region. Works closely with business, recruiting, Talent Consultants/ HR enablement and shared services in ensuring consistent deployment of the onboarding strategy. Conducts stakeholder management, builds and maintains relationships with region and / or country leadership, talent teams and other EY networks.

Key Responsibilities

Onboarding
• Develop the onboarding strategy and plan for the region including welcome, induction and management of new hires in line with global talent guidelines
• Liaise with regional leadership to obtain buy-in and support for the deployment of the on-boarding strategy across the region
• Design the first 90 days experience for new hires in to the organization at all levels from staff/assistant up to and including Partners
• Conduct a full review of all on-boarding programs such as WTEY and local office induction to ensure it is fit for purpose and meeting best practice standards
• Working with Strategic Talent Consultants as appropriate, ensure business involvement and participation in induction and onboarding activities
• Design and implement a 90 day transition plan for all milestone promotions (eg; New Senior, Manager and Senior Manager ranks)
• Monitor consistency in communication and onboarding materials across the region
• Track effectiveness of the induction and onboarding program; obtain business feedback and coordinate with HR Enablement for process improvements at the region level
• Review of the Nav 90 program for internal admit and direct admit Partners to ensure they are on-boarded in line with best practice and have access to a transitional coach and mentor

Transitions / Exits
• Develop strategy for off-boarding and exit management to provide a consistent, positive experience for people who leave the firm
• Engage with business leadership to ensure effective offboarding
• Monitor exit communication and ensure regional consistency in materials and assessment tools as per global process (where applicable)
• Work with the business and other talent functions to enable a positive employee experience when leaving EY, with all leavers being treated with respect
• Review insights from exit programs and provide inputs to HR Enablement team towards continuous improvement projects at the region level

Ad hoc projects
• In addition to the core Onboarding and Transitions role, there is an expectation that this person will support on a number of ad hoc projects for the Talent Leadership Team if capacity permits.

Requirements

• Significant experience of working in HR in professional services or corporate environment
• Working in international and diverse environments

Skills
• Strong business acumen and commercial awareness
• Clear, comprehensive understanding of the link between the talent team strategy and business strategy
• Strategic planning
• Strong client focus with the ability to network, build good relationships and work virtually/ across borders
• Strong communication skills and ability to work effectively with multiple stakeholders across the organisation at all levels
• Ability to engage and influence others, with good change management skills and a desire to act as a change agent

About the Company

EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.

EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. Information about how EY collects and uses personal data and a description of the rights individuals have under data protection legislation are available on our site.

The MENA practice of EY has been operating in the region since 1923. For over 95 years, we have grown to over 7,500 people united across 21 offices and 16 countries, sharing the same values and an unwavering commitment to quality. As an organization, we continue to develop outstanding leaders who deliver exceptional services to our clients and who contribute to our communities. We are proud of our accomplishments over the years, reaffirming our position as the largest and most established professional services organization in the region