HR partner Analyst

Be the engine that powers Accenture, a $30 billion company that provides consulting and outsourcing services to more than 40 industries--including 89 of the FORTUNE 100, and governments around the world. Our Corporate Functions people offer the essential expertise that enables our more than 336,000 employees to deliver high performance to our clients. Whether you work directly with clients or manage important internal initiatives and efforts, you’ll find amazing opportunities to make a measurable difference. Build a career at a company that can take you anywhere—join the Accenture Adventure.

We are looking for an HR partner specialist to build deep personalized relationships with practice leaders and our practice employees from Technology Business in Spain, and proactively support our people through their life, career and project experiences.

HR Partner will lead strategies implementation to his/her talent pool, Performance Discussions, Engagement programs & ensure that employee staffing meets with people & business needs or expectations.

Management Level Descriptors:

Complexity (Degree of difficulty of an assignment or the level of problem-solving assessment and resolution required, as measured by degree of problem-solving, strategic vs. routine focus, and stakeholder interactions (e.g. – Executives, Supervisor, etc.)):

• Requires analysis and solving of increasingly complex problems.
• Interaction is with peers within Accenture before updating supervisors.
• Authority (power to influence or complete assignments independently, and ability to make decisions, as measured by latitude to devise work products or plans, reliance on instruction, and decision-making ability): Requires minimal instruction on daily work tasks and a moderate level of instruction on new assignments.
• Impact or Decision Impact (risk or consequences in the event of failure, as measured by range of expected impact such as within a team or across a team or area of responsibility and level of risk): Decision’s impact own work and may impact the work of others.
• Scope (degree of accountability for assigned tasks, our clients and/or the organization, as measured by size of work effort and scale of entity and/or program): Individual contributor and/or oversees a small work effort and/or team.

Responsibilities:

Conversations:

• Proactively provide individual employee coaching and guidance on career development, based on a strong understanding of a person’s interests and aspirations and knowledge of Accenture’s business.
• Provide personalized employee support connecting people to projects, coaching people on “best fit” roles, balancing career goals and business priorities.
• Have honest and transparent conversations, with compassion and empathy to help people grow, keeping both personal and key practice priorities at the forefront.

Connections:

• Work closely with Practice Lead to understand our business/practice strategy and current performance and use that knowledge as I coach my people.
• Work with HR team to understand talent priorities and talent programs and make employees aware of specific opportunities.
• Work closely with Talent Demand & Supply team to understand how the demand for talent is evolving.
• Proactively work with employees to ensure business critical employee information is up to date and accurate.
• Work with the MU Employee Experience team to coordinate the Employee Experience in the practice, including engagement, feedback, coaching and learning.
• Work with the MU Inclusion & Diversity team to develop and execute strategies and actions to achieve I&D objectives and measure the results and key trends in the practice.

Enablement:

• Use available tools for deeper analytics.
• Provide talent practice enablement materials.
• Enable specific people and learning programs for employee engagement and skill development.