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:Leaders Employees 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:Leaders HR partners 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:Clear focus areas 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 narrativeare 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:Authenticity Consistency 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 #J-18808-Ljbffr