HRパートナー／管理部門／アナリストースペシャリスト

Key Responsibilities

• First point of contact for resources supported in the following areas:

　　　Career development, scheduling, skill building, and performance.

• Help identify and propose right talent from a resource pool and for managing/monitoring aggregate level productivity targets.
• Drive ongoing coaching conversations as a regular part of employee’s staffing and development experience.
• Help employees navigate the organization, and provide advice about broader performance and career goals in the context of scheduling.

Overallfor this position

• 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

Employee Relations

• Act as first point of contact for Discipline & Complaints, employee Crisis, Exit Management (Death/Retirement/unmanaged attrition)
• Will be approver for Flexible Work Arrangement (Flex time/Modified work week)
• First point of contact for Leave Management, Performance Issues(Preformance Councelling/Performance improvement plan)
• HR Partner could provide more individual support regarding networking, getting staffed on first project, acclimation into the company

Scheduling

• Usually identify and match roles for people
• Ensures client demand is filled
• Individual coaching & guidance to support skill development (staffing assignments, meeting performance goals, skills training needs)
• New joiner process handholding
• Work closely with individuals to know their strengths, goals, & preferences and support career development & advancement

Skilling

• Identifying skilling needs/opportunities - tied to demand fulfillment/future staffing opportunities
• Find people to be re-skilled in skill XYZ based on top down direction
• Skilling needs - core courses/standard curriculum
• Execute/drive re-skilling program execution

Career Level Expectations

Complexity

• Requires analysis and solving of moderately complex problems. May 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. May interact with peers and/or management levels at a client and/or within Accenture.

Authority

• Requires guidance when determining methods and procedures on new assignments

Impact or Decision Impact

• Decisions often impact the team in which they reside

Scope

• Manages small teams and/or work efforts at a client or within Accenture