SERVICE OFFERING.
Human Capital Strategy
R3’s human capital consultants help agencies make data-driven, defensible plans for their human capital programs. Our consultants gather organizational data via interviews, focus groups, customized surveys, benchmarking, and downloads from enterprise systems, and use qualitative and quantitative techniques to identify strengths, vulnerabilities, and inconsistencies that may be hindering an organization’s ability to maximize talent and fully achieve mission results. With our comprehensive knowledge of the full range of HR operations, we make and implement recommendations that are practical, compliant, and take full advantage of the wide range of HR authorities. Specific solutions we provide include:
- Workforce Analysis and Planning
- Manpower Modeling
- Organizational Assessments and Studies
- Competency Assessment and Career Path Development
- Organizational Restructuring and Realignment
- Business Process Reengineering
- Organizational Change Management and Strategic Communication
- Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategy Support
- Business Intelligence/Analytics
- HRIT Strategy and Implementation Services
- Program Management Office (PMO) Services
R3 provides disciplined yet flexible program management when organizations are undertaking changes that significantly impact their people. Our certified Project Management Professionals (PMPs) employ the Project Management Institute’s (PMI’s) Project Management Body of Knowledge (PMBOK) to manage R3 initiatives or to help manage government initiatives.
Representative Client Work
Led a multifaceted transformation project to help our client improve workforce planning, classification, recruiting, hiring, compensation, and retention practices. Provided Project Management Office support for our client’s workforce transformation priorities, including reducing time to hire, workforce reshaping based on a workload analysis, and recommending changes to compensation and personnel management practices to improve retention and employee satisfaction.
Conducted a manpower study to help our client define and improve their business processes and model their future workforce needs based on workload drivers.
Helped our client establish an online resource center and a peer-to-peer mentoring program so supervisors could improve performance management.
Established one of the largest career implementations in the federal government by designing, developing, and implementing a cloud-based career mapping tool at the Veterans Affairs (VA) Career Office.
Performed workforce planning for a rapidly growing international component of the Food and Drug Administration (FDA).
Conducted leadership development and executive coaching at Department of Homeland Security (DHS) Customs and Border Protection.
Developed the first enterprise executive level performance management system at the Smithsonian Institution.
Undertook strategic planning efforts to enhance decision-making and leverage functional areas, including human resources, to maximize efficiency at the Department of Veterans Affairs (VA).
Developed and implemented overarching change management strategy and communications plans for Resource Management Transformation at the Department of Homeland Security (DHS).