FSG INNOVATION LAB HR Consultant Request for Proposal

Transcription

1 FSG INNOVATION LAB HR Consultant Request for Proposal OVERVIEW While overall unemployment levels have decreased over the past several years, economic opportunity has remained out of reach for some including large numbers of youth. As the labor market has tightened, competition for entry-level talent has increased among employers. These factors underpin the value of impact hiring: talent practices that create business advantage through hiring and developing individuals who often face barriers to economic opportunity. The landscape of impact hiring is changing as more companies explore impact hiring as a viable talent strategy. FSG through the support of The Rockefeller Foundation and Walmart will launch and manage an Impact Hiring Learning Community (Learning Community) for companies interested in innovating their policies and practices to better recruit, retain and advance Opportunity Youth and other underemployed populations. A cornerstone part of the project is implementing the Innovation Lab program to support companies with piloting new strategies that better recruit, retain, and advance vulnerable populations; collect and codify the business that emerges from these pilots; and communicate this through strategic speaking engagements and publications within the business and social sectors. We hope the learnings and gained about effective policy and practice change in companies through the Innovation Labs will be applicable to a wide range of employers and encourage impact hiring more broadly. FSG will manage two Innovation Labs over the course of 21 months (January 2017 through August 2018), the first of which will focus on post-hire retention interventions and run from March through December The second will focus on pre-hire retention interventions and run from October 2017 through September (See the Appendix for our Innovation Lab curriculum by month). Labs will consist of approximately 8 companies each. SCOPE OF WORK FOR HR CONSULTANT Over the course of the period from early 2017 through September 2018, the HR consultant will be responsible for four buckets of work. We anticipate the work outlined below will average approximately hours/week, but will vary based on timing of events and Lab company needs. 1) Relationship Management with Lab Members and Other Key Stakeholders The HR consultant will be responsible for maintaining and strengthening relationships with Innovation Lab members through regular contact in appropriate intervals to track their progress/learnings, identify gaps/needs, and connect them with resources/expertise when possible. The consultant will synthesize and communicate learnings from the Innovation Lab members to the FSG team and communications consultant for codification purposes. The HR consultant will also collaborate with the The Rockefeller Foundation, Walmart, and other partner organizations to help recruit employers to join the Innovation Labs. Finally, the HR consultant will manage the relationship with 100,000 Opportunities Initiative leadership and other key partners.

2 2) Learning and Development Consulting to FSG The HR consultant will consult with FSG on the learning agenda and learning activities for both the Impact Hiring Learning Community and the Innovation Labs. The Learning Community includes professional development webinars, convenings, and workshops and presentations at conferences. The Innovation Labs include five in-person gatherings/labs (see the Innovation Lab Curriculum and Timeline in the Appendix below for more details on when the gatherings will occur). This includes sourcing speakers and facilitating learning sessions as relevant. 3) HR Consulting to Lab Members along with Other Consultants The HR consultant will provide expertise in organizational development, change management and best practices in retention to the Innovation Lab companies as needed. The HR consultant should have experience utilizing HRIS data and analysis for decision making and strategy. In addition to an HR consultant, we are contracting additional consultants to support Innovation Lab members with pilot implementation in the following areas: Design Thinking Evaluation Design and Data Analysis Employer-Provider Partnership Development Internal and External Communications We anticipate participating companies will require different levels of HR support based on their internal expertise and capacity. Each Lab member will have access to up to 60 hours of consulting, to be used at their discretion over the course of the Lab according to their needs. For example, a Lab member may choose to apply all 60 hours to the HR consultant, or divide the hours evenly between the HR consultant and the evaluation consultant. Therefore, project hours in this workstream will vary based on Lab members needs. 4) Capturing and Cultivating Learnings from the Innovation Lab The HR consultant along with the other Innovation Lab consultants will share and codify learnings gained at the individual company level, Innovation Lab level, and overall project level. The latter includes learnings around the readiness factors for companies to implement impact hiring, strategies for advancing company readiness, and the role of learning networks in systems change work. DESIRED QUALIFICATIONS FSG is interested in selecting individuals/organizations that have the following qualifications and experience: At least 10 years of experience as a human resources and organizational development leader, preferably in the private sector and with engagements that require project or program management Experience with organizational development, change management and best practices in employee retention Experience utilizing HRIS data and analysis for decision making and strategy Experience ing and facilitating virtual and in-person learning environments Experience leading a cohort program Commitment to impact hiring and experience working with under-employed populations Commitment to diversity, equity, and inclusion Demonstrated experience and ability to support a diverse group of employers representing different sectors, sizes, geographies, etc. Ability to accommodate the flexible and emergent nature of this project

3 PROPOSAL REQUIREMENTS Proposals should be no more than 3 pages in length and address the following items: Your experience with respect to the desired qualifications outlined above A statement of any conflicts of interest that may be associated with this project Cost estimate (please include hourly and daily rates) PROPOSAL PROCESS AND TIMELINE In advance of submitting a proposal, interested parties are encouraged to reach out to kimberly.shin@fsg.org for an informational call. We request proposals to be submitted to nicole.trimble@fsg.org no later than Friday, February 3. INQUIRIES Please contact Nicole Trimble at nicole.trimble@fsg.org with any inquiries about this request.

4 APPENDIX FSG Impact Hiring Theory of Change

5 Innovation Lab Curriculum and Timeline LAB MONTH MARCH 2017 APRIL 2017 MAY (what we are providing curriculum around) (what they are doing when they are not together) Project Design (Month 1) In-person gathering: lab kick-off Community building Pilot evaluation Review retention research Internally refine pilot idea generated in kick-off meeting Project Design (Month 2) Set pilot & research problem Community partner selection Internally refine pilot idea generated in kick-off meeting by using principles Connect with community partners Project Design (Month 3) Finalize & implement pilot Community partner partnership development Build with community partners LAB MONTH JUNE 2017 JULY 2017 AUGUST (Month 4) Influencing without authority Leading in complex systems In-person gathering (Month 5) implementation and course corrections Systems change and systems change reflections (Month 6) implementation and course corrections Systems change and leadership reflections

6 LAB MONTH SEPTEMBER 2017 OCTOBER 2017 NOVEMBER and Analysis (Month 7) Analyzing quantitative and qualitative data TA calls with the Bench Developing key learning presentations for next gathering Lab Recruitment (Month 0) and Analysis (Month 8) Storytelling In-person gathering Sharing key learnings Develop communications plan (both internal and external) Close cohort Develop public story about lessons from the pilot Project Design Phase (Month 1) In-person gathering: lab kick-off Community building Pilot evaluation Review retention research Internally refine pilot idea generated in kick-off meeting and Analysis (Month 9) Storytelling Communication honing with communications consultant Project Design Phase (Month 2) Set pilot & research problem Community partner selection Internally refine pilot idea generated in kick-off meeting by using principles Connect with community partners

7 LAB MONTH DECEMBER 2017 JANUARY 2018 FEBRUARY (Month 10) Project Design Phase (Month 3) Finalize & implement pilot Community partner partnership development Build with community partners (Month 11) (Month 4) Influencing without authority Leading in complex systems In-person gathering (Month 12) (Month 5) implementation and course corrections Systems change and systems change reflections LAB MONTH MARCH 2017 APRIL 2018 MAY 2018 and Analysis and Analysis (Month 6) (Month 7) (Month 8) implementation and course corrections Systems change and leadership reflections Analyzing quantitative and qualitative data TA calls with the Bench Developing key learning presentations for next gathering Storytelling In-person gathering Sharing key learnings Develop communications plan (both internal and external) Close cohort Develop public story about lessons from the pilot

8 LAB MONTH JUNE 2018 JULY 2018 AUGUST 2018 and Analysis (Month 9) (Month 10) (Month 11) Storytelling Communication honing with 2 communications consultant