Your role includes some or all of the following key responsibilities. You should review these in conjunction with career level guidelines to gain a clear understanding of the expectations for your role.
Provide the HR leadership team with knowledge and expertise to facilitate creation of a business aligned HR strategy.
Assess current capabilities and culture of the HR organization and identify gaps that must be addressed to successfully implement the HR strategy.
Consult with HR functions to develop the overall HR Strategy and framework.
Oversee and monitor the implementation of the overall HR strategy and report progress to HR leadership
Act as a centralized group for coordinating all HR programs and projects.
Provide inputs regarding the best ways to measure the effectiveness of HR strategic planning and implementation processes.
Ensure, through deep data analysis and research, that strategy is coherent and aligned to business needs.
Establish and maintain effective service management for HR by developing and maintaining the HR service catalogue, HR scorecard, SLAs and operating level agreements.
Ensure integrated global HR change management and communications approaches are being developed and implemented
Build HR program/project and change management capability by defining a set of global standards and designing, developing and deploying change management and communication toolkits
May be responsible for defining, developing, implementing and managing HR scorecards and ensuring the HR strategy is appropriately embedded in the context of our business and human capital strategy.
Inclusion and Diversity:-
Develop the GU Human Capital Strategy and manage the resulting set of initiatives.
Support DTE/GU level talent planning process, providing a local perspective on future key talent needs, participating in DTE Area/GU action planning discussions, prioritizing cross DTE actions to be executed in the GU
Act as the main point of contact to the DTE business partners and CoE to provide feedback on GU needs and relevance of solutions.
Translating the global inclusion and diversity strategy into the GU/DTE priorities.
Deliver global inclusion and diversity programs at the GU level for existing and new segments of diversity.
Shape local solutions to address local inclusion and diversity priorities including sensitization, communications, and events
Shape local solutions to address leadership development requirements.
Shape local solutions to distill the core values and culture we aspire to Mobilize people advocate network to drive employee engagement.
Talent Management Strategy.
Focus on developing innovative talent strategies that address the diverse needs of our business and our people
Act as the main point of contact for talent management issues in the organization they support.
Monitor overall effectiveness of HR programs and services by monitoring key talent metrics to identify and analyze people related issues, root causes, and possible levers for solutions
Ensure consistent application of programs across the various business units and promote standardization by creating practical and effective programs in partnership with other HR teams
Work with the GU and DTE HR teams to define the detailed execution plan required to deliver the objectives of the Human Capital Strategy at the GU/DTE level
Maintain expert knowledge of their specialty area by researching best practices, monitoring legal developments, evaluating emerging trends, keeping appraised of technological advancements and conducting benchmark comparisons
Participate in identifying external supplier options for related programs.
Design and deliver global initiatives for the employee value proposition in the context of overall business and HR strategy
Responsible for the effective design and smooth deployment of the engagement survey.
Ensure we are asking relevant questions, and doing the right analysis.
Identify key issues and root causes around engagement using the survey result.
Structure a framework to drive the GES action planning and incorporate market best practices into our analysis and programs.
Assist in developing communication strategies around different engagement programs.
Take ownership of global recognition programs and initiatives such as Celebrating Performance.
Participate in the formulation of the strategy and policy for recognition while ensuring alignment with the overall HR strategy .
Talent Planning: -
Overall responsibility for the Talent Planning process execution
Conduct/support talent planning discussions and provide local perspective on future key talent needs.
Facilitate the roll out of talent planning processes at the DTE/GU levels.
Summarize overall talent needs and action plans
Monitor progress against action plans and provide updates to HR/business leadership as appropriate, flagging risks, issues etc.
Career Level Expectations
Below are the expectations for all employees in this role. Please note that additional criteria may apply in some countries. If your home country appears in the "Country Specific Information" link at right, please click the country name to view the applicable expectations for this role.
Degree of difficulty of an assignment or the level of problem-solving assessment and resolution required, as indicated by degree of problem-solving, strategic vs. routine focus, and stakeholder interactions (e.g., Executives, Supervisor, etc.)
Requires identifying and assessing complex problems for area(s) of responsibility. Creates solutions in situations in which analysis requires in-depth knowledge of organizational objectives.
Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility.
Interaction is with senior management levels at a client and/or within Accenture, involving negotiating or influencing on significant matters.
Power to influence or complete assignments independently and ability to make decisions, as indicated by latitude to devise work products or plans, reliance on instruction and decision-making ability
Latitude in decision-making and determination of objectives and approaches to critical assignments
Impact or Decision Impact
Risk or consequences in the event of failure, as indicated by range of expected impact, such as within a team or across a team or area of responsibility and level of risk
Decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility
Degree of accountability for assigned tasks, our clients and/or the organization, as indicated by size of work effort and scale of entity and/or program
Skills and Proficiency Expectations
Below are the skills and minimum levels of proficiency (or depth of skill) that employees in this role are expected to possess. Adaptations to these criteria apply in some countries.
To see definitions of these skills, download the global Skills List.
Skill Name Expected Proficiency Level:-
Change Management P3 - Advanced
Data Analytics and Interpretation P3 - Advanced
Employee Value Proposition Design & Development P3 - Advanced
HR Benchmarking P3 - Advanced
Journey Management P2 - Proficient
Organizational Governance Design P3 - Advanced
Talent Management P3 - Advanced