Human Resources & Risk Management Consultant

Hiring: Human Resources & Risk Management Consultant

Location: Alief / Houston, Texas
Client: Alief Independent School District (Alief ISD)
Engagement: Consulting / Project-Based
Anticipated Start: November 18, 2026
Final Deliverables Due: March 1, 2027

Work Setting: Hybrid / On-site as required for stakeholder engagement, interviews, workshops, presentations, and District meetings

Position Overview

We are seeking an experienced Human Resources & Risk Management Consultant to conduct a comprehensive assessment of Alief ISD's Human Resources and Risk Management functions and develop an actionable strategic roadmap for organizational improvement.

The consultant will evaluate HR and Risk Management operations, organizational structure, staffing, processes, systems, workforce readiness, compensation practices, performance metrics, and service delivery models.

The engagement will also include a districtwide classification and compensation study , workforce planning, strategic planning, stakeholder engagement, and development of a 3-5 year implementation roadmap .

Key Responsibilities

HR & Risk Management Operational Review

• Conduct a comprehensive review of HR operations and service delivery.

• Assess Risk Management functions, processes, controls, and operational effectiveness.

• Evaluate staffing levels, roles, responsibilities, workload distribution, and organizational alignment.

• Identify operational gaps, inefficiencies, risks, and opportunities for improvement.

• Assess workforce readiness, succession planning, recruitment, retention, and leadership development.

Organizational Assessment

• Evaluate the current HR and Risk Management organizational structure.

• Analyze spans of control, reporting relationships, staffing models, and resource allocation.

• Assess role clarity, accountability, workload distribution, and departmental capacity.

• Develop future-state organizational recommendations.

• Identify opportunities to improve service delivery and organizational effectiveness.

Classification & Compensation Study

• Conduct a districtwide classification and compensation analysis covering all employee groups.

• Perform external market salary benchmarking.

• Evaluate internal pay equity and compensation consistency.

• Analyze salary compression and compensation-related issues.

• Review job classifications and compensation structures.

• Develop compensation methodologies and recommendations.

• Conduct employee-level compensation modeling where appropriate.

• Develop cost scenarios and implementation options.

Systems, Processes & Data

• Review HR workflows, processes, technology, systems, and reporting capabilities.

• Identify opportunities for process improvement, automation, and technology optimization.

• Evaluate data quality, reporting capabilities, dashboards, and performance metrics.

• Recommend KPIs and performance measurement frameworks.

• Identify opportunities to improve data-driven HR decision-making.

• Assess compliance and operational controls.

Strategic Workforce Planning

• Develop a 3-5 year HR and Risk Management strategic plan .

• Address recruitment, retention, workforce development, succession planning, leadership development, and future workforce needs.

• Establish measurable objectives, initiatives, milestones, and success measures.

• Align HR strategy with the District's broader organizational goals.

Stakeholder Engagement

• Conduct interviews, workshops, meetings, and information-gathering sessions with District leadership and stakeholders.

• Engage HR personnel, department leaders, employees, and other relevant stakeholders.

• Gather and analyze stakeholder feedback.

• Facilitate discussions regarding organizational challenges, workforce needs, and future-state requirements.

• Present findings and recommendations to District leadership and the Board as required.

Implementation Roadmap

• Develop prioritized recommendations for:

  • 0-12 months

  • 1-3 years

  • 3-5 years

• Define implementation timelines, resources, responsibilities, dependencies, and success measures.

• Identify quick wins and longer-term transformation initiatives.

• Develop an implementation-ready roadmap.

Deliverables

• Comprehensive HR & Risk Management Assessment Report

• Organizational Assessment

• Districtwide Classification & Compensation Study

• Compensation methodology and market analysis

• Pay equity and compression analysis

• Future-state organizational recommendations

• KPI and dashboard recommendations

• 3-5 Year Strategic Plan

• Implementation Roadmap

• Executive Summary and leadership/Board-ready presentations

• Editable reports, models, calculations, data dictionaries, templates, and working files

Required / Primary Skills

• Human Resources Consulting

• HR Operational Assessment

• Organizational Development

• Organizational Effectiveness

• Workforce Planning

• Strategic HR Planning

• Classification & Compensation

• Compensation Analysis

• Salary Benchmarking

• Pay Equity Analysis

• Salary Compression Analysis

• Job Classification

• HR Process Improvement

• HR Systems & Technology

• HR Data Analytics

• KPI Development

• Dashboard / Reporting Recommendations

• Risk Management

• Succession Planning

• Recruitment & Retention Strategy

• Leadership Development

• Stakeholder Engagement

• Strategic Planning

• Change Management

• Project Management

• Public-Sector Consulting

Preferred Experience

• Experience conducting HR operational reviews or organizational assessments .

• Experience performing comprehensive classification and compensation studies .

• Experience with salary benchmarking, pay equity, compensation structures, and compression analysis.

• Experience developing multi-year HR strategic plans and implementation roadmaps.

• Experience working with K-12 school districts, educational institutions, municipalities, or other complex public-sector organizations .

• Experience evaluating HR systems, workflows, technology utilization, reporting, and automation opportunities.

• Experience developing HR KPIs, dashboards, metrics, and performance-management frameworks.

• Experience with workforce planning, recruitment, retention, succession planning, and leadership development.

• Experience conducting stakeholder interviews, workshops, and organizational assessments.

• Strong analytical, report-writing, presentation, and executive communication skills.

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Public Administration , or a related field preferred.

A Master's degree in Human Resources, Organizational Development, Business Administration, Public Administration, or a related discipline is desirable.

Relevant professional HR, compensation, organizational development, or consulting certifications are a plus.

Ideal Candidate

The ideal candidate will be a senior HR consulting professional with demonstrated experience combining HR operational assessment, organizational effectiveness, compensation analysis, workforce planning, strategic planning, and data-driven decision-making.

The consultant should be capable of translating complex HR and organizational data into clear, actionable recommendations , measurable outcomes, and a practical multi-year implementation roadmap for a large public-sector organization.