Job Description

Talent Fulfilment Specialist

 

Fill roles assigned to their Resource Pool identifying and proposing the right people from the resource pool or from other sources when necessary, with an understanding of their career development goals and preferences while also monitoring availability and productivity. They fill most roles with minimum guidance finding innovative solutions to challenging staffing situations. Collaborate with the broader HR team to solution HR programs, processes, practices, roles and technology requirements.    

 

This role also manages project information and liaises with Sales and Delivery staff to ensure operational processes are followed efficiently and appropriately.

Understand key business priorities & the strategic direction set by Leadership.  Providing recommendations to Leadership on the overall supply/demand picture through the analysis of key supply/demand metrics & forecasts.  Foresee potential supply/demand imbalances ahead of time.  Own, manage & drive the end to end supply/demand process.

           

Key Responsibilities                                                                                                              

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.

 

Staffing & Demand Management

  • Oversee demand entry in the scheduling systems

  • Responsible for filling roles assigned to their resource pools and for getting their people staffed        

  • Make scheduling decisions considering and balancing our scheduling principles and always reflecting our Core Values                        

  • Represent and/or support individual people in the scheduling process by understanding their needs, preferences, skills, etc. and matching them to roles accordingly                                  

  • Work with career counsellors on coaching employees on scheduling assignments    

  • For roles assigned to their resource pools, start with the resources in own resource pool and when necessary considers all sourcing channels in filling roles (e.g. other resource pools, contractors, new joiners, etc.)           

  • Drive and/or participate in decision-making for staffing decision that needs escalation          

  • Proactively communicate availability of people/skills and push to schedule available resource

  • Ensure accurate scheduling data in scheduling systems                                                 

  • Support Client Supply/Demand Specialist in defining, identifying and evaluating candidates for open resource requests; and filling resource requirements. May work directly with client team executives when that is more effective                       

  • Manage roll of dates/confirm extension in current roles and manage individual chargeability of people in their resource pool   

Supply & Demand Balancing

 

  • Oversee & interpret overall productivity metrics such as chargeability, bench, average time to fill demands for the entire resource pool. 

  • Sole accountability of supply/demand metrics (overdue demand, roll offs, win probabilities, and chargeability forecasts). Advise GP Lead to analyse and interpret the results and action as needed

  • Monthly workbench submission & leadership sign-off (sharing executive summaries from WB/barometer report). Workbench recruitment order submissions.   Reconciliation of workbench and recruitment orders to ensure data aligns.
  • Recommend actions with business leaders to size the RP to balance supply with demands and meet chargeability and overdue demand targets.
  • Provide an overall Supply/Demand view to Supply/Demand lead as required escalating key Supply/Demand issues, activities or programs underway ensuring a consistent Supply/Demand approach.

 

Forecasting

  • Monthly chargeability forecasting for PCM & GP/DTE leadership sign-off (chargeability reconciliation, follow up)

  • Preparing fortnightly summary of chargeability results, trend analysis and recommendations through to Leadership

  • Working with global RF&P team on required global forecasts including IFS.

  • Work with global RF&P team and Leadership on annual and quarterly talent/NCC planning. Manage ongoing delivery to talent plan.

  • Meet challenging/key timelines              
  • Minimal dependency on supervisor’s inputs
  • Oversee project setup in the project forecasting system (MME) for Projects (completed by offshore team)

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Qualifications

Team Management

  • Single point in managing offshore PDC delivery support team

 

Career Level Expectations – Specialist

 

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.

 

Complexity

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 analysis and solving of moderately complex problems. Will create new solutions, leveraging and, where needed, adapting existing methods and procedures.

  • Requires understanding of the strategic direction set by senior management as it relates to team goals.

  • Primary upward interaction is with direct supervisor & Leadership. May interact with peers and/or management levels at a client and/or within Accenture.

Authority

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

  • Requires minimal guidance when determining methods and procedures on new 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 often impact the team in which they reside

  • Decisions made by the TFS will impact performance metrics of Cloud First

Scope

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.
ill Level

Talent Management

P1 - Novice

 

Locations

Melbourne,Sydney

All employment decisions shall be made without regard to age, race, creed, colour, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected applicable law.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

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