Organization: Corporate Functions/Human Resources
Location: Flexible: Chicago, Atlanta, New York and Philadelphia are preferred
Accenture is a global professional services company with leading capabilities in digital, cloud and security. Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and Operations services — all powered by the world’s largest network of Advanced Technology and Intelligent Operations centers. Our 674,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities. Visit us at www.accenture.com.
People in the Corporate Function contribute to the running of Accenture as a high- performance business through specialization within a specific functional area, and grow into internally focused roles by deepening their skills and/or developing new skills within an internal functional area.
Human Resources professionals develop and execute HR strategies, programs and services across one or more parts of the employee lifecycle to attract, develop and retain a highly engaged and differentiated workforce that enables the execution of human capital and business strategies.
Our people at Accenture invest their time and talent to drive real innovation and transform our client organizations and industries. They bring their very best to work every day – personally and professionally. Our Rewards Team is committed to investing in Accenture’s people at every level of their career.
The North America Rewards Team is responsible for partnering with Accenture’s businesses and HR partners to build and drive the total rewards strategy for U.S. and Canada. As a Total Rewards Compensation Manager, you serve as a process, systems and data analytics leader and expert on the North America Compensation Team. You will work with stakeholders internal and external to the North America compensation team to develop requirements, understand and identify internal system capabilities and functionality, and lead the management/development of applications. This includes analysis, design and/or development of best practice data management and analysis changes through the application of technology solutions. You will maximize the efficiency and effectiveness of the North America Compensation Team operations through the development of effective and easy-to-use tools and processes. Finally, you will apply a broad set of analytical tools to recommend and implement improvements to team practices around data storage, manipulation, and analytics.
Applicants could be located anywhere in the US or Canada working with a virtual team. The successful candidate should be able to demonstrate very strong proficiencies as well as thrive within the following areas:
Working and leading within large, constantly evolving, complex and matrixed organizations
Communicating effectively (verbal and written) with all levels of employees, including Senior Management
Continuously seeking to improve and enhance, including enjoying creative problem-solving and feeling comfortable questioning the status-quo, while recommending alternative solutions
Balancing working with clients in a collaborative and empathetic manner, while adhering to, and applying strategic and established compensation principles and processes
Demonstrating strong project management and organizational skills and willingness to learn new skills and approaches to compensation
North America Compensation Analytics, Insights, and Tools – Manager
Tool Development/Maintenance: General support of the North America Compensation Team with data analysis and maintenance efforts, as well as process optimization. Examples include: developing tools by collecting and outlining requirements (waterfall and agile); Experience in Power BI, Power Query, and other applications and methods preferred; working with team members to determine whether a process can be further optimized by mapping the current state, identifying potential improvements, and then mapping the desired state.
Lead efforts to analyze, design, build, test, implement and/or maintain multiple system components, applications/tools and processes that support data management and analytics across the team.
Deliver quality technology solutions that meet or exceed business requirements.
Map and/or analyze as-is and to-be processes to define system/technology requirements.
Partner with team members and stakeholders to gather and interpret user/system requirements that translate into design specifications in preparation for new applications or current system improvements.
Develop strategic business insights and recommendations for improvements to business processes and tools.
Maintain applications according to service-level agreements.
Conduct project and issue management for tool/process/solution development, testing and implementation.
Develop and implement testing plans.
Utilize advanced software skills to develop effective applications. Software includes, but is not limited to, data warehouse (data lake), database, web-based tools, and Power BI.
Provide next generation recommendations for process improvements to drive efficiency.
Apply sound change management principles when launching new or modified tools and processes.
Create operational documentation for the new processes and tools.
Minimum of 10 years experience in Human Resources (focus on compensation strongly preferred)
15 years of progressive experience in Human Resources with concentration on compensation
Supervisory and team management experience
Demonstrated leadership in professional setting; either military or civilian
Demonstrated teamwork and collaboration in a professional setting; either military or civilian
As required by Colorado law under the Equal Pay for Equal Work Act, Accenture provides a reasonable range of compensation for roles that may be hired in Colorado. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. For the state of Colorado only, the range of starting pay for this role is $119,880 - $227,600 and information on benefits offered is here.
The safety and well-being of our candidates, our people and their families continues to be a top priority. Until travel restrictions change, interviews will continue to be conducted virtually.
Subject to applicable law, please be aware that Accenture requires all employees to be fully vaccinated as a condition of employment. Accenture will consider requests for accommodation to this vaccination requirement during the recruiting process.
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Requesting An Accommodation
Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
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Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.
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