Descripción De La Posición

The NA HR for Leadership team supports the full talent lifecycle of our NA Accenture Leaders, including Headcount and Payroll Planning/Forecasting, Performance Achievement, Promotions to and within MD Levels, SMD appointments, Compensation, Planning for Success, and various other Leader specific policies and activities. The NA HR for Leadership Data and Analytics Lead Associate Manager will provide data analytics and insights to support the execution of leadership processes and activities in line with NA Market specific business strategy and talent objectives.

 

Key Responsabilities:

 

  • Partner with HR for Leadership Advisors to bring together the right data, analytics, and insights for decision making in the context of the specific business and process supported.
  • Be a SME in processes, reports, tools, and nuances of leader data with the ability to pull out insights and shape/tell a story at a level of detail appropriate for a senior level audience.
  • Drive solutions and identify opportunities for standardization and automation, balancing need for differentiation by business and at the market level where needed.
  • Actively participate in opportunities to provide input and feedback to the Centers of Expertise or other process owners concerning the design of global tools, reports, and metrics to meet the needs of the Market.
  • Lead Role Only: Oversee a team of 4 additional roles providing data and analytics support for the MUs and Market Wide Services.

Type of Work Examples – Including but not limited to:

Headcount and Payroll Planning Modeling/Tracking/Forecasting - both in and out of the formal planning process.

  • Attend calls the HR for Leadership Advisors have with HR Partners. Maintain, validate headcount tracker and assist with forecast or executive summaries to support leadership discussions.  Call out risks/gaps in tracking forecast for the groups they support to the HR for Leadership Advisor and HR Partner (proactive assessment of gaps/challenges to stay on track), e.g. catching unexpected movement or timing, not enough departures named for commitment/plan, departures slipping quarters or do not have confirmed dates nearing end of quarter, direct hire volume does not align to plan.

 

PA and Promotion Process Support – both in and out of the formal PA/Promotion process.

  • Create/refresh/maintain pipeline file, follow ups for missing/incorrect data, maintain analytics tools, validate results in PA, provide summary analysis around goals, data support for announcements and coordination of recognition gifts.

 

Total Rewards

Assist with validating proper flow of information/decisions from PA process into Total Rewards process, i.e. promotions and other talent outcome flags are accurate, assist with TL/GL hierarchy to ensure roles/visibility is accurate before comp tool go live.  Assist with comp statement validation and QA’s.

Talent Reviews, SMD Appointments and SMD Performance

These activities occur outside of any standard tools.  Support needed to pull information together from various sources that will be used to create materials, support the review and discussions leading up to the review. Identify gaps and provide solution to collect information outside of standard tools. Refresh/maintain templates or files provided by CoE.  Establish change process/audit tracking of changes given all SMD processes happen outside of PA.

 

Leadership Appointments/DCAL Rotations

Support needed to track incumbents, rotations, candidates, and approvals.  Establish audit tracking of changes given all happens outside of any standard tools.

 

Succession/HiPo

Support Needed to consolidate and refresh information in support of leadership discussions and provide insights related to strategic goals.

Misc Data Support for Leader Process and Policies

Could include ad hoc tasks like:

  • Identifying departures to remove from recognition activities
  • Serving as a central point of contact for the team to pull employee agreements
  • Maintain centralized ‘reference’ or team site of resources that benefit the HR for Leadership advisor team and HR Partners


Requisitos

The NA HR for Leadership team supports the full talent lifecycle of our NA Accenture Leaders, including Headcount and Payroll Planning/Forecasting, Performance Achievement, Promotions to and within MD Levels, SMD appointments, Compensation, Planning for Success, and various other Leader specific policies and activities. The NA HR for Leadership Data and Analytics Lead Associate Manager will provide data analytics and insights to support the execution of leadership processes and activities in line with NA Market specific business strategy and talent objectives.

 

Key Responsabilities:

 

  • Partner with HR for Leadership Advisors to bring together the right data, analytics, and insights for decision making in the context of the specific business and process supported.
  • Be a SME in processes, reports, tools, and nuances of leader data with the ability to pull out insights and shape/tell a story at a level of detail appropriate for a senior level audience.
  • Drive solutions and identify opportunities for standardization and automation, balancing need for differentiation by business and at the market level where needed.
  • Actively participate in opportunities to provide input and feedback to the Centers of Expertise or other process owners concerning the design of global tools, reports, and metrics to meet the needs of the Market.
  • Lead Role Only: Oversee a team of 4 additional roles providing data and analytics support for the MUs and Market Wide Services.

Type of Work Examples – Including but not limited to:

Headcount and Payroll Planning Modeling/Tracking/Forecasting - both in and out of the formal planning process.

  • Attend calls the HR for Leadership Advisors have with HR Partners. Maintain, validate headcount tracker and assist with forecast or executive summaries to support leadership discussions.  Call out risks/gaps in tracking forecast for the groups they support to the HR for Leadership Advisor and HR Partner (proactive assessment of gaps/challenges to stay on track), e.g. catching unexpected movement or timing, not enough departures named for commitment/plan, departures slipping quarters or do not have confirmed dates nearing end of quarter, direct hire volume does not align to plan.

 

PA and Promotion Process Support – both in and out of the formal PA/Promotion process.

  • Create/refresh/maintain pipeline file, follow ups for missing/incorrect data, maintain analytics tools, validate results in PA, provide summary analysis around goals, data support for announcements and coordination of recognition gifts.

 

Total Rewards

Assist with validating proper flow of information/decisions from PA process into Total Rewards process, i.e. promotions and other talent outcome flags are accurate, assist with TL/GL hierarchy to ensure roles/visibility is accurate before comp tool go live.  Assist with comp statement validation and QA’s.

Talent Reviews, SMD Appointments and SMD Performance

These activities occur outside of any standard tools.  Support needed to pull information together from various sources that will be used to create materials, support the review and discussions leading up to the review. Identify gaps and provide solution to collect information outside of standard tools. Refresh/maintain templates or files provided by CoE.  Establish change process/audit tracking of changes given all SMD processes happen outside of PA.

 

Leadership Appointments/DCAL Rotations

Support needed to track incumbents, rotations, candidates, and approvals.  Establish audit tracking of changes given all happens outside of any standard tools.

 

Succession/HiPo

Support Needed to consolidate and refresh information in support of leadership discussions and provide insights related to strategic goals.

Misc Data Support for Leader Process and Policies

Could include ad hoc tasks like:

  • Identifying departures to remove from recognition activities
  • Serving as a central point of contact for the team to pull employee agreements
  • Maintain centralized ‘reference’ or team site of resources that benefit the HR for Leadership advisor team and HR Partners

Todas las decisiones referidas al empleo se tomarán sin discriminar por edad, raza, credo, color, religión, sexo, nacionalidad, linaje, discapacidad, situación de excombatiente o veterano de guerra, orientación sexual, identidad o expresión de género, información genética, estado civil, ciudadanía, ni ningún otro factor protegido por la legislación nacional, provincial o local.

Como parte del proceso de contratación no se obligará a los candidatos a divulgar registros penales cancelados o cerrados referidos a condenas judiciales o arrestos. Accenture tiene el compromiso de proporcionar oportunidades laborales a nuestros excombatientes, veteranas y veteranos de guerra.

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