The vendor is required to provide from organizations to conduct an in-depth assessment of the agency human resources portfolio, including policies, program, practices, workflows, structure, compliance, service and skill gaps, and metrics, that will result in recommendations that lead to the right sized “best in class” HR organization to support the continued growth and evolution of agency.
- The scope of recommendations will encompass the entire employee lifecycle, from recruitment and onboarding to performance management and compensation.
- The recommendations will include, but are not limited to:
• HR organizational structure and service delivery model required to support agency
• Review and recommendations related to policies, practices and audit control mechanisms within HR as well as between HR and finance
• Best practice recommendations related to HR policies, practices, and programs that align with agency vision, mission and values
• Position the HR portfolio to ensure equitable and consistent application of policies and practices
• A review and recommendations of the entire payroll stream and process and policy mapping associated with HR-related approvals
• Key metrics and dashboards
• Roadmap of key priorities for the HR portfolio that will form the basis for the future people strategy
• Address gaps in service delivery that may be a result of HR skill or competency deficiencies, team composition, HR-related technology
- Assess the current state of agency human resources:
• Gather information on the current state of agency human resources, including policies, processes, programs and software and technology
• Develop an understanding of the current state with respect to agency human resources performance and service gaps
• Identify opportunities for agency human resources optimization
• Identify priority areas for designing the future state of agency human resources.
- Provide expertise and advise to support the design of the future state of agency human resources
• Work collaboratively with agency HR leadership and other key stakeholders to define future agency human resource’s structure and operating model that includes, but is not limited to the following:
o HR organizational structure and service delivery model required to support agency.
o Review and recommendations related to policies, practices and audit control mechanisms within HR as well as between HR and finance.
o Best practice recommendations related to HR policies, practices, and programs that align with agency, mission and values.
o Position the HR portfolio to ensure equitable and consistent application of policies and practices.
o A review and recommendations of the entire payroll stream and process and policy mapping associated with HR related approvals.
o Key metrics and dashboards.
o Roadmap of key priorities for the HR portfolio that will form the basis for the future people strategy.
o Address gaps in service delivery that may be a result of HR skill or competency deficiencies, team composition, HR-related technology.
- Develop the implementation plan
• Identify and provide support and advice related to the prioritization of initiatives for the implementation of the future state of agency human resource’s structure and operating model
• ensure the implementation plan includes, but is not limited to, the following:
o HR organizational structure and service delivery model required to support agency
o Review and recommendations related to policies, practices and audit control mechanisms within HR as well as between HR and finance.
o Best practice recommendations related to HR policies, practices, and programs that align with agency vision, mission and values.
o Position the HR portfolio to ensure equitable and consistent application of policies and practices.
o A review and recommendations of the entire payroll stream and process and policy mapping associated with HR related approvals.
o Key metrics and dashboards.
o Roadmap of key priorities for the HR portfolio that will form the basis for the future people strategy.
o Address gaps in service delivery that may be a result of HR skill or competency deficiencies, team composition, HR-related technology.
- Contract Period/Term: 6 months
- Questions/Inquires Deadline: April 11, 2025