Global HR Transformation Consultant

Corus International is the parent of a family of world-class organizations working to deliver the holistic, lasting solutions needed to end extreme poverty once and for all. We are a global leader in international development, with 150 years of combined experience across our brands. Our nonprofit and for-profit subsidiaries include IMA World Health and its fundraising brand Corus World Health, Lutheran World Relief, CGA Technologies, Ground Up Investing, and Farmers Market Brands. Our more than 400 employees around the globe are experts in their fields and dedicated to helping the world's most vulnerable people break the cycle of poverty and lead healthy lives.

Corus International seeks an experienced Global HR Transformation Consultant to help the Global Human Resources function transform its current "way of working" and strengthen its operating model, optimize core workflows, and maximize the value of its recent Workday implementation. This engagement is intended to identify practical, high-impact opportunities to improve efficiency, scalability, manager and employee self-service, and cross-functional coordination across HR, Finance, Payroll, and IT. The consultant will assess current structures, processes, and technology use; engage key stakeholders; and develop actionable recommendations, including opportunities for automation and responsible AI-enabled improvements.

Outcomes of success include reduction in manual process steps and process cycle times, increased utilization of Workday capabilities, improved manager and employee self-service, reduction in HR administrative workload, identification of high-impact automation opportunities, and clarity of roles and responsibilities between cross-functional teams.

• Assess existing HR roles, responsibilities, decision rights, and service delivery structures to identify opportunities for improved alignment, capacity utilization, and operational effectiveness.
• Conduct a comprehensive review and evaluation of our workflows and processes across the global HR team, to include stakeholder interviews.
• Map current HR processes, with a focus on core services to include job description creation and classification, recruitment and onboarding, compensation and benefits, performance management, employee relations, and offboarding.
• Identify bottlenecks, inefficiencies, and redundancies connected to our structure, workflows and processes - both inter-team and intra-team.
• Evaluate opportunities to leverage AI and automation technologies to reduce administrative burden, improve service delivery, increase data quality, and enhance manager and employee self-service.
• Assess the current use of HR technology platforms, with a focus on Workday, and identify areas for optimization.
• Develop a prioritized roadmap for implementing actionable recommendations for process improvements, automation opportunities, and AI integration.
• Share best practices and industry standards for HR process efficiency and AI-enabled workflows.
• Prepare a final report with findings, recommendations, and a high-level implementation plan.

• Current State Process Maps: Visual documentation of existing workflows and processes.
• Key Findings Report: Identification of inefficiencies, bottlenecks, and areas for improvement in structure, processes and workflows.
• Recommendations Document: Specific suggestions for structure and process improvements, automation, and AI integration, highlighting "low-hanging fruit" opportunities.
• Implementation Roadmap: Prioritized action plan with timelines and resource considerations.
• Final Report & Presentation: Comprehensive summary of findings, recommendations, and strategic insights.

• Experience conducting HR operating model reviews, in particular for organizations with geographically dispersed workforces.
• Strong understanding of HR service delivery design, organizational development & effectiveness, and change management.
• Familiarity with Workday HCM is highly desirable.
• Demonstrated experience applying AI tools and automation to create more efficient HR processes and workflows.
• Excellent analytical, communication, and stakeholder engagement skills.

• Month One: Discovery, stakeholder interviews, and current process mapping.
• Month Two: Analysis of structure, workflows, identification of bottlenecks, and assessment of current systems.
• Month Three: Development of recommendations, automation opportunities, and AI integration strategies.
• Month Four: Finalize deliverables, prepare reports, and present findings to HR leadership.

Interested parties should submit their proposal including a summary of their related background and experience, project methodology and approach, project timeline, and rate of pay to Frances Woodard, Chief People & Culture Officer of Corus, at fwoodard@corusinternational.org by Friday, July 31, 2026.