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People Advisor Manager

Job Location: Shanghai

Regional Description: China

Job Number: 00676661 00676661_en

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- Job description

Coach line managers and career counselors, enable them to guide employees, facilitate engagement, people programs and activities. Provide advisory support to executives. Manage employee life cycle activities i.e. employee orientation, integration and engagement activities, annual Performance Achievement PIP and associated compensation processes. Develop and execute employee satisfaction initiatives. Handle employee concerns and queries by promoting HR contact center as first point of contact.

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.

Overall

Adapt, communicate and implement the strategic direction of all operations to ensure adherence to global policies and processes
Define the operational framework for the GU delivery of People Service process support based upon the defined Business and HR Strategy
Create and implement short-term tactical plans to meet SLA performance metrics and financial targets through the efficient use of human resources, technology and maximization of workforce
Provide feedback and input for improvement of all programs, processes and policies and accountable for driving consistent, standardized and effective service delivery within Employee Relations, Internal Controls & Compliance, Learning, Transitions and Records & Document Management.
Work with the GU CoE Interlock process owners to improve the end to end HR delivery processes
Ensure integration of GU People Services team with the Cross Business Service Delivery team and Field HR within the GU
Serve as a main point of contact and manage relationships with stakeholder group and key individuals
Resolve any escalated issues and risks
Facilitate team work and process integration across the team
Lead team of People Advisors and Client Account HR Leads as required
Ensure career planning and development for employees
Design and implement local employee engagement and recognition programs for the DTE in line with the entity strategy
Deliver employee Orientation and Integration
Execute key HR processes within Field HR, i.e. performance management, exit management, grievance management and career moves through internal Role posting
Coordinate, deliver, prioritize and manage escalation of all activities executed by the Location HR and People Advisor teams
Ensure optimal deployment of Field HR talent across all Diamond/Global/Foundation clients and that the HR teams aligned to these clients are delivering services effectively
Work closely with the GU People Programs Lead on programs and initiatives which are cross-DTE, and with the People Advisor team to ensure that processes and programs and driven out and implemented on the ground within the respective project sites
Plan and deliver training, coaching and mentoring required to ensure that Field HR teams in each GU possess the capability and confidence to perform to the highest level
May provide end to end service delivery of all Mobility Services at a global level and accountable for coordination, delivery, employee satisfaction, prioritization and escalation for HR activities related to mobility services at a global level

+ Basic qualifications

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.

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 identifying and assessing complex problems for area of responsibility. Creates solutions in situations in which analysis requires an in-depth evaluation of variable factors.
Requires adherence to strategic direction set by senior management when establishing near-term goals.
Interaction is with senior management at a client and/or within Accenture, involving matters that may require acceptance of an alternate approach.

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

Some latitude in decision-making. Acts independently to determine 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 have a major day to day impact on area of responsibility

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

Manages large - medium sized teams and/or work efforts at a client or within Accenture

Leading our people, clients and communities in the New

It’s foundational to our Leadership DNA that all of our people be role models, living our Core Values and adhering to our Code of Business Ethics.

It all starts with you—by being your best whole self, you enable a positive environment where you and your colleagues can thrive, grow and perform at their best.

Leadership DNA focuses first on the outcomes that represent a new kind of leader—one who experiments, inspires others, works across boundaries, and adapts to the constant change around us.

For more information on Leadership DNA, click here.

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.

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