AddressHR Partner Specialist
Career Level - CL9
Location: United Kingdom
Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting, interactive, technology and operations, with digital capabilities across all these services. With our thought leadership and culture of innovation, we apply industry expertise, diverse skill sets and next-generation technology to each business challenge.
We believe in inclusion and diversity and supporting the whole person. Our core values comprise of Stewardship, Best People, Client Value Creation, One Global Network, Respect for the Individual and Integrity. Year after year, Accenture is recognized worldwide not just for business performance but for inclusion and diversity too.
“Across the globe, one thing is universally true of the people of Accenture: We care deeply about what we do and the impact we have with our clients and with the communities in which we work and live. It is personal to all of us.” – Julie Sweet, Accenture CEO
HR Partners are the primary point of contact for our people, providing coaching and support for employees and business leads. They build deep personalized relationships with business leaders and our people and proactively support our people through their life, career and project experiences.
HR partners 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
They have honest and transparent conversations, with compassion and empathy to help people grow, keeping both personal and key practice priorities at the forefront
HR Partners support our practice employees and practice leadership with a focus on:
1. Staffing Advisory
provide personalized employee support connecting people to projects, coaching people on “best fit” roles, balancing career goals and business priorities
proactively work with employees to ensure business critical employee information is up to date and accurate (Skills, myScheduling, PA, etc.)
2. Running Our Business
work closely with Practice / Business Lead to understand our business/practice strategy and current performance and use that knowledge as I coach my people
work closely with Talent Futurists and Talent Scouts to understand how the demand for talent is evolving
work closely with Talent Planning & Operations to support profitable growth
3. People Development and Employee Experience
work with HR team to understand talent priorities and talent programs and make employees aware of specific opportunities
work with the MU Employee Experience Lead to coordinate the Employee Experience in the practice, including engagement, feedback, coaching and learning
work with the MU Inclusion & Diversity Lead to develop and execute strategies and actions to achieve I&D objectives
The following tools enable the HR Partner in their role:
Workday, myScheduling and Enterprise Insights
Talent Practice Enablement materials (e.g., PA, Compensation, off cycle, reporting)
MU and Service-specific people and learning programs for employee engagement and skill development
Key Responsibilities:
HR Partner will provide generalist support with Human Resources activities, specifically around orientation, employee relations, performance achievement, staffing and career development.
Support the resolution of people issues in a timely manner.
Support Leadership and People Leads on HR policy and procedures.
Assist with the coordination of ongoing performance achievement, annual compensation, and salary administration according to geographic/entity guidelines.
Assist with on-going performance feedback processes by providing regular guidance on delivering and receiving feedback, and supporting the implementation of career management discussions (CMDs)
Support the Leadership Team with Community meetings, Employee Consultation Forums and associated activity.
Support People Leads and supervisors in the career development of all assigned personnel; help ensuring objectives are set and managing career plans/individual training needs on ongoing basis.
Support the orientation and integration of transferred employees and subsequent new hires.
Support the termination process by helping to organise discussions, gathering appropriate documentation, coordinating exit interviews, and reporting on trends.
Update all personnel changes from initial request through approval and implementation (location transfers, entity transfers, workforce transfers, other personnel transactions) in the systems.
Support the implementation of people programs, projects and initiatives.
Maintain attrition/retention statistics as well as headcount and exit data.
Update applicable Human Resources systems and maintain data, as required.
Keep records and update management on a variety of matters including absence, OH referrals, poor performance, terminations, disciplinary and grievance matters and ensure adherence to appropriate policy as required.
Build relationship with business leads to understand business challenges. Understand the broad range of skills and capabilities within assigned business entity as well as across the business.
Proactively build relationships with employees to understand skill set, experience, role preferences and career aspirations, and have ongoing forward-looking coaching conversations as a regular part of our employees’ staffing and development experience.
Monitor time bookings, reduce unassigned time and identify required reversals. Follow up with employees on unexpected time charges and escalate chargeability issues to business leads.
Manage new joiner staffing process, collaborating with business leads to enable a positive joining experience and ensure a meaningful first project role.
Support HR Partner Lead with Recruitment actions, including opening recruitment requisitions in Workday and collaborating with Recruitment team.
Lead availability discussions with business leads to drive bench staffing and maximise chargeability. Manage long-term bench process and support available employees with role search by connecting them with relevant Talent Connectors and providing advice on learning activities.
Advocate for data accuracy with business leads and employees, ensuring that employees regularly update their CV and skills and keep their myScheduling calendar accurate with project roles, vacation time and roll-offs.
Collaborate with wider HR community, including Talent Connectors, Talent Scouts, Talent Planning and Operations, Talent Futurists and CoEs
Contribute to a positive work environment and promote teamwork
Collaborate with other HR Partners to share best practices and contribute to knowledge capital.
