About the position
PURPOSE OF THE ENGAGEMENT
- The consultant will support the Organizational Effectiveness (OE) portfolio.
- The role focuses on translating employee, culture, and behavioral insights into practical, evidence?based interventions.
- Interventions will enable:
- Culture shift
- Inclusion
- Sustainable high performance
- The role spans Group and cluster environments.
- The consultant is expected to enable decision?ready insights, leadership action, and scalable behavior change.
WORKING APPROACH
- Collaborative, co?creation?based engagement with:
- Organizational Effectiveness
- Human Resources
- Business stakeholders
- Evidence?based and insight?led (not opinion?driven).
- Strong focus on:
- Practical application
- Decision support
- Iterative delivery approach with:
- Regular check?ins
- Continuous refinement
SCOPE OF WORK WORKSTREAM 1: EMPLOYEE INSIGHTS (VOICE OF THE EMPLOYEE)
- Create an integrated, decision?ready view of the employee voice.
- Enable informed culture, leadership, and people decisions.
Consultant Responsibilities
- Review existing employee data sources, including but not limited to:
- Employee engagement surveys
- Organizational Health Index (OHI)
- Pulse surveys
- Qualitative feedback
- Open?ended employee comments
- Lead the design and concept development of a single, integrated Voice of the Employee (VoE) dashboard.
- Work in partnership with a data and analytics consultant, who will:
- Build the dashboard
- Provide guidance on data sources and data science
- Ensure insights are:
- Clearly prioritised
- Easy for leaders to interpret
- Explicitly linked to culture outcomes
- Explicitly linked to leadership outcomes
Key Outputs
- One integrated VoE insights dashboard:
- Prototype or live version (depending on access)
- Clear explanation for leaders covering:
- What the data is telling them
- Where action is required
- How insights should be used in leadership and culture discussions
WORKSTREAM 2: DIVERSITY, EQUITY & INCLUSION (DEI) 2.1 ALLYSHIP AND INCLUSION CHANGE & COMMUNICATIONS
- Enable practical, everyday allyship and inclusive behaviors.
- Move DEI from awareness to action through focused change and communication.
Consultant Responsibilities
- Translate the DEI strategy into:
- Clear
- Accessible
- Practical allyship and inclusion messages
- Design a change and communication approach that supports:
- Leader behavior change
- Employee understanding and buy?in
- Develop practical DEI content that embeds inclusion in daily behaviors.
Key Outputs
- Allyship and inclusion change narrative
- Communication materials and/or talking points suitable for:
- Practical guidance on:
- “What good looks like” in everyday behaviors
2.2 GENDER DIFFERENCES ACTION PLAN ROLLOUT
- Support effective rollout of an existing gender differences action plan.
Consultant Responsibilities
- Translate the action plan into:
- Clear
- Practical
- Executable implementation steps
- Support rollout by:
- Clarifying roles and responsibilities
- Identifying key milestones
- Surfacing risks and dependencies
- Support communication and engagement activities as required.
Key Outputs
- Simplified rollout plan with:
- Clear milestones
- Defined responsibilities
- Practical execution guidance for:
WORKSTREAM 3: CULTURE ENABLEMENT 3.1 ORGANIZATIONAL HEALTH INDEX (OHI) ENABLEMENT
- The McKinsey Organizational Health Index (OHI) survey has been completed.
Objective
- Turn OHI results into active, owned culture workstreams.
- Drive measurable improvement, not just diagnostics.
Consultant Responsibilities
- Analyse and interpret OHI results in collaboration with:
- Internal stakeholders
- OE and HR partners
- Translate survey insights into:
- Practical actions
- Tangible initiatives
- Support leaders in:
- Bringing OHI to life across the organization
Key Outputs
- Defined OHI?linked culture workstreams with:
- Practical recommendations for embedding OHI into:
- Leadership practices
- Daily ways of working
3.2 ENABLING PRIORITY CULTURE SHIFTS Objective
- Support enterprise?wide culture shifts focused on:
- Sustainable high performance
- Entrepreneurial energy
- Collaboration
Consultant Responsibilities
- Work closely with the following portfolios:
- Wellbeing
- Recognition
- Performance Enablement
- Leadership
- Identify where existing initiatives can:
- Be better aligned
- Be amplified
- Provide insight?based recommendations on:
- Behavioral levers
- Reinforcing mechanisms, including:
- Recognition
- Leadership practices
- Ways of working
Key Outputs
- Clear view of how existing portfolios:
- Collectively enable target culture shifts
- Recommendations to:
- Strengthen alignment
- Increase behavior change impact
3.3 OE FORUM PARTNERSHIP MODEL Objective
- Strengthen collaboration between:
- Group Organizational Effectiveness
- Cluster Organizational Effectiveness Forum participants
- Enable delivery of culture and leadership solutions in clusters.
Consultant Responsibilities
- Design an enhanced OE Forum partnership model that clarifies:
- Roles
- Expectations
- Ways of working
- Contribution to Group culture and leadership priorities
- Support embedding of the model through:
- Practical guidance
- Tools
- Enablement resources
Key Outputs
- Defined OE Forum partnership model
- Practical guidance for:
- Consistent application across clusters
WORKSTREAM 4: CULTURE BEHAVIORAL INSIGHTS UNIT (CBIU) Objective
- Use behavioral science and evidence to enable:
- Scalable
- Measurable
- Sustainable behavior change
Consultant Responsibilities
- Partner closely with the Culture Behavioral Insights Unit to:
- Identify priority behavior challenges linked to culture outcomes
- Diagnose root causes using behavioral insights
- Translate behavioral insights into:
- Practical interventions
- Scalable solutions
- Ensure all recommendations are:
- Evidence?based
- Testable
- Linked to measurable impact
Key Outputs
- Behavioral insights aligned to priority culture challenges
- Practical, scalable behavior change recommendations
- Clear linkage between:
- Insight
- Intervention
- Expected impact
WORKSTREAM 5: EMPLOYER BRAND Objective
- Strengthen the internal employer brand by ensuring:
- Lived employee experience
- Leadership behaviors
- Culture narrative
are consistently and credibly reflected internally and externally.
- Support a credible internal influencer network that amplifies:
- Authentic culture stories
- Desired behaviors
- Employee voice
Consultant Responsibilities
- Translate culture priorities, VoE insights, and OHI themes into a:
- Clear internal employer brand narrative
- Support alignment between:
- Culture priorities
- Leadership behaviors
- Employee Value Proposition (EVP)
- Identify “moments that matter” where employer brand is shaped, including:
- Leadership actions
- Recognition
- Development
- Wellbeing
- Ways of working
- Provide insight?based recommendations to strengthen:
- Develop guidance, tools, and messaging playbooks for an internal influencer network to:
- Share authentic stories
- Reinforce culture shifts
- Model desired leadership and employee behaviors
- Support light?touch management of the influencer network to ensure:
- Sustainability
- Relevance
- Credibility
- Advise on mechanisms to measure:
- Employer brand impact
- Culture outcomes driven by the network
Key Outputs
- Clear internal employer brand narrative aligned to:
- Culture
- Employee Value Proposition
- Practical guidance on how leaders and employees:
- Reinforce the employer brand through daily behaviors
- Recommendations to strengthen alignment between:
- Culture initiatives
- Employer brand signals
- Practical influencer content guidelines and playbooks
- Recommendations for measuring:
- Employer brand impact
- Culture impact
DELIVERABLES SUMMARY
- Integrated Voice of the Employee insights dashboard
- DEI change and communication materials
- Gender differences action plan rollout support
- OHI?linked culture workstreams
- Culture shift enablement recommendations
- OE Forum partnership model
- Behavioral insights and scalable behavior change interventions
- Internal employer brand narrative aligned to culture and EVP
- Internal influencer network design, enablement, and management guidance
Desired Skills:
- Change Management
- Design
- Insights
- Leadership
- Organization Strategies
- Translation
