Job Description

STRATEGIC STAFFING SOLUTIONS HAS AN OPENING!

This is a Contract Opportunity with our company that MUST be worked on a W2 Only. No C2C eligibility for this position. Visa Sponsorship is Not Available! The details are below.

“Beware of scams. S3 never asks for money during its onboarding process.”

Job Title: Business Execution Consultant
On Site- Location: Minneapolis, MN/ Charlotte, NC/ or Phoenix, AZ
Duration: 3 Months
Work Arrangement: Hybrid – 3 Days Onsite

Job Ref #: JOB-248645

Position Overview

Seeking an experienced Business Execution Consultant for a 3-month assignment supporting a large-scale project focused on updating and modernizing job descriptions within Workday.

This resource will be responsible for reviewing existing job descriptions, utilizing Microsoft Copilot agents and AI-enabled tools to develop and refine job descriptions, and ensuring alignment with established job architecture and compensation frameworks.

The consultant will collaborate with Compensation, HR, and business partners to address job description modernization, job architecture, and leveling matters while identifying opportunities to improve the quality and consistency of the organization's job catalog.

Required Qualifications

• Experience with job descriptions.
• Experience with Microsoft Word and Microsoft Copilot.
• Experience with HR and Compensation Analysis in the banking industry or other industries.
• Strong attention to detail.
• Experience with Microsoft Office Word, Excel, and PowerPoint.
• Experience with Microsoft Copilot Studio.

Key Responsibilities

• Lead job description modernization projects and workstreams to create clear, consistent job descriptions aligned with job architecture and compensation frameworks.
• Review existing job descriptions and job information to identify content that requires modernization, clarification, or alignment.
• Use AI-enabled agents and other tools to develop and refine job descriptions, applying established job description standards and requirements.
• Evaluate job responsibilities, organizational needs, and job levels to develop job descriptions that appropriately reflect and differentiate work across levels.
• Consult with Compensation, HR, and business partners to address moderately complex job description, job architecture, and leveling matters and recommend solutions.
• Analyze job description content and related data to identify gaps, inconsistencies, and opportunities to improve the quality of the job catalog.