CrowdDoing Virtual Talent Manager/Talent Business Partner, Volunteer,

Volunteer with CrowdDoing Virtual Talent Manager/Talent Business Partner, Volunteer, (Global).Are you passionate about making a difference and developing your talent management skills? Join CrowdDoing as a Volunteer Talent Business Partner and play a vital role in driving systemic change through social innovation.

As a Talent Business Partner, you will work with a dynamic and collaborative team to support our efforts at addressing social, economic, and environmental challenges facing our world. You will have the opportunity to design a volunteer role that aligns with your impact goals, professional development goals, experiential goals, and curiosities through our use of ikigai and self-determination theory.

Our venture lab at CrowdDoing runs proto-ventures such as our Catastrophic Wildfire Prevention initiative ( http://preventwildfire.world/) that rely on the critical support of talent business partners for interdisciplinary collaboration and micro-leadership. You will have the chance to contribute to addressing major global challenges and make a lasting impact through systemic change.

Service learning and skilled volunteering are efficient and effective ways to acquire the skills needed for talent management in a VUCA world. Join us for an overview and introduction to our systems change venture lab portfolio and find the perfect alignment for your goals and our efforts. We encourage a solutions-oriented, "what's possible" mindset and approach that contributes to a culture of curiosity.

Don't miss this opportunity to make a difference and grow your skills. Volunteer with CrowdDoing as a Talent Business Partner for Interdisciplinary Research Oriented Systems Change Ventures.

What makes us different? CrowdDoing aims to support social innovations with transformative impact potential through global multi-disciplinary volunteering, micro-leadership and service learning. We work through operating leverage for systems change to achieve collective agency. We orient to ikigai and self-determination theory in order to help each person have the perfect role. Ideally join us with solutions-oriented, "what’s possible" mindset and approach that contributes to a culture of curiosity. Micro-leadership is a subject we've written about publicly in a top leadership publication- https://real-leaders.com/leveraging-micro-leadership-to-make-aspirational-goals-achievable/

Service learning and skilled volunteering have demonstrably

been efficient and effective approaches to helping individuals acquire skills for talent management in a VUCA world (a world increasingly filled with Volatility, Uncertainty, Complexity and Ambiguity). These are the talent management skills of the future.

Service learning is importantly beneficial because it is real-world complexity oriented through addressing problems in the world. Engineers working in collaboration with project managers and

human resources professionals are all impacted in their roles by systems beyond their

disciplines. There are skills that researchers have demonstrated are learnable particularly efficiently through service learning. These skills include:

o practical ingenuity

o creativity

o good communication

o project management

o leadership

o high ethical standards

o and strong sense of professionalism.

According to Fast Company, the four skills human resources leaders will need in the future are: Learning agility, business & data acumen, storytelling, and creativity (https://www.fastcompany.c

om/90206307/four-job-

skills-the-hr-leaders-of-the-

future-will-need). According to the Career Muse, the future of talent management will require skills in "problem-solving ability, systems thinking, technology understanding and comfort with ambiguity." (https://www.thecaree

rmuse.co.in/future-hr-

2020-onwards/). According to the Human Resources Certification Institute, the future of talent management will require strategic advisory, data analysis, cultural stewardship, and talent development skills. As the Harvard Business Review notes, the best leaders are "constant learners". 49 The article went on to identify: "There is no other way to address the wicked problems facing us. If work is learning and learning is the work, then leadership should be all about enabling learning.

For questions and correspondence regarding codesigning a perfect volunteer role for yourself in the CrowdDoing systems change venture lab please email: "Journey.ikigai@crowddoing.world"

Watch our video to learn more: Systemic change by CrowdDoing