Days 0-30
The Audit
Focus on understanding the current landscape, data integrity, and cultural nuances without making premature changes.
- HRIS Audit: Assess data quality in current systems (Workday/SAP) to identify gaps.
- Stakeholder Interviews: Meet with Dept Heads to understand their pain points with HR.
- Process Mapping: Document the current Recruitment and Payroll workflows to spot inefficiencies.
- Compliance Check: Ensure all employee files meet statutory requirements.
🏆 Deliverable:
A "State of HR" Report identifying the top 3 bottlenecks in the current system.
Days 31-60
Alignment & Quick Wins
Implementing low-hanging fruit solutions and aligning HR metrics with business goals.
- Deploy Dashboards: Implementation of the "HR Command Center" for real-time tracking of Turnover & Absenteeism.
- Optimize Onboarding: Streamline the Day 1 experience to reduce cognitive load on new hires.
- Fix Data Gaps: Clean up the database errors identified in the audit phase.
- Training Needs Analysis: Launch a survey to identify skill gaps in the workforce.
🏆 Deliverable:
Live HR Dashboard implementation and reduction of administrative time by ~15%.
Days 61-90
Execution & Strategy
Shifting from reactive fixing to proactive strategy and long-term talent development.
- Predictive Modeling: Use Python scripts to forecast hiring needs for the next quarter.
- L&D Launch: Roll out targeted training programs based on the ROI Calculator.
- Employer Branding: Revamp job descriptions and career page based on psychology principles.
- Quarterly Review: Present Q1 impact report to leadership with financial ROI data.
🏆 Deliverable:
A fully operational, data-driven HR ecosystem that predicts needs rather than reacting to them.