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Descripción De La Posición

Team Description

The HR Solution Architect team partner with our deal teams across Accenture’s acquisitions to design solutions across all core components of HR people programmes and processes, to enable the integration of our acquisitions. 

The team support the end-to-end deal lifecycle, from assessment of an acquisition in diligence, through to designing and implementing solutions to enable the integration of the business.   The team have a high executive presence, working closely with acquisitions HR Deal Leads, business sponsors and acquired leadership, alongside reviewing and agreeing solutions with internal stakeholders.

Primary responsibilities include:  

The HR Solution Architect will be assigned to various M&A projects and will be accountable for the success, effectiveness, and on-time delivery of HR due diligence and integration work stream activities.

Knowledge & Skill Requirements: 

Key Responsibilities

Due Diligence Phase (includes solution development)

  • Define and manage due diligence data validation approach and processes
  • Apply judgement to assess and highlight talent trends and risks, present findings, and  influence decisions and integration strategies. Partner with Global and MU HR teams to develop solutions (e.g. TR CoE and Service Career Arch)
  • Estimate costs for both pre-contract and post-contract due diligence.
  • Coordinate across all key stakeholder groups, in particular heavy interaction is expected with Finance and Legal as well as Corporate Development professionals
  • Develop preliminary solution plan for key human resource decisions, including but not limited to compensation, benefits, perquisites, retirement/pension plans, payroll and career/reward architecture, incentives (short-term, long-term, sales force-specific, deferred), culture, HR compliance and policies.
  • Build strong internal relationships and collaborate with stakeholders to develop preliminary integration recommendations (e.g. Global and local Total Rewards leads, Global Talent Architecture, local HR Business Partners and stakeholders).
  • Drive the development of Performance and Retention plans and recommendations for acquired workforce.

Integration Phase

  • Plan and drive HR integration planning and execution activities for each V&A deal
  • Partnering with the broader deal team and internal stakeholders to develop a compelling employee journey in terms of all aspects of talent and people processes and activities; building upon previous solutions and an understanding local HR context.
  • Develop and deliver integration solutions across a range of key HR processes and critical areas (including career architecture, total reward and performance, HR technology, and people policies). 
  • Leverage insight and analysis to shape key integration decisions, supporting the  understanding of relevant commercial and talent impacts
  • Project manage the end-to-end onboarding process for acquired employees; collaborating with other parts of HR Operations & local/global HR to ensure a successful new joiner experience.
  • Capture learnings and knowledge from the integration journey, sharing this across stakeholders and retaining experience for future acquisitions.


Core Skills & Qualifications:

Knowledge across HR & People Programmes - Deep experience across managing a broad range of HR programmes.

Strong analytics/analytical skills (including strong Excel experience) - Able to identify and articulate key trends from insight and data.

Total Rewards Experience (Compensation, Equity, Benefits, etc) - Experience of operationalising reward & benefit programmes.

Presentation skills (including strong PowerPoint skills) - Able to present effectively to team (deal) leadership.

Highly effective stakeholder and relationship management skills - Develops strong relationships across a range of stakeholders.

Strong project management, leadership/facilitation of all levels of people inside and outside of your organization - Manages complex projects plans, articulating deliverables across a range of stakeholders.

Risk identification, analysis and management, with previous experience of solution development or escalation - Ability to identify risk, articulate to stakeholders and walk through mitigations.

Understanding of HR systems (e.g. HR ERP systems, Performance Management tools) - Understanding of HR tools and how they integrate and support people processes.

Financial Exposure and commercial awareness - Highly commercial and able to align People strategies with financial outcomes


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