HR Business Partner Senior Manager

  • 13th month pay & Holiday allowance
  • Bonus Program
  • 26 holidays
  • Training & Learning opportunities
  • Laptop & Smartphone
  • 32-40 hours p.w.
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Drive the design and delivery of a business linked Human Capital Strategy aligned to the objectives of the entity they support. Accountable for delivering HR operational metrics. Provide counsel to entity leadership on people issues; i.e. career planning and leadership development which foster a people centric culture. Partner with other HR groups to ensure relevancy of programs and initiatives and facilitate implementation planning by providing entity specific insight.

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 identifying and assessing complex problems for area(s) of responsibility. Creates solutions in situations in which analysis requires in-depth knowledge of organizational objectives.

  • Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility.

  • Interaction is with senior management levels at a client and/or within Accenture, involving negotiating or influencing on significant matters.

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): Latitude in decision-making and determination of objectives and

approaches to critical 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): Decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility.

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): Manages large teams and/or work efforts (if in an individual contributor role) at a client or within Accenture.

RESPONSIBILITY

  • Develop and execute HR programs

  • Develop, deliver, and/or support the Human Capital Strategy,marshalling the right talent to deliver on the objectives for each program/entity

  • Serve and/or support the processes for ensuring employees needs are met throughout the entire HR life cycle

  • Oversee, plan, and/or support key HR functions such as annual performance management cycles, supply/demand management, employee engagement and people programs, total rewards, and talent development

  • Provide counsel to project executive teams on career planning, leadership development and people management

  • Develop and execute HR strategies

  • Design, build and/or support HR programs, policies, processes and practices that deliver to Accenture’s long-term HR strategy and business goals

  • Define requirements to shape HR strategy, programs, processes, and services to fulfill business needs

  • Provide strategic and respected HR advice, handling employee discipline and grievances, as appropriate General

  • Actively influence the business strategy to ensure that Human Capital considerations are appropriately reflected

  • May provide input into Human Capital strategy for the group they support, collaborating with Human Capital & Diversity

  • Define HR requirements to meet business objectives of their group

  • Promote a people-centric culture in their aligned to group and coach their business counterpart accordingly Represent HR at the business table and manage the relationship between HR and leading business decision makers

  • Accountable for effective delivery of HR programs and services to their group – monitor effectiveness of existing HR programs and services for their business entity and engage with HR service delivery on issues and confirm adequacy of resolution HR Collaboration

  • Work collaboratively with other HR teams like - service delivery leadership, geography HR teams, Centers of Expertise, Strategy & Enablement, Human Capital and Diversity and the broader business partner team

  • May drive capability planning process for their group

  • Collaborate with other geography HR teams to identify and manage local impacts of HR solutions and to define specific local need HR Processes and Programs

  • Accountable for strategic talent management for their organization; collaborate with Centers of Expertise and Service Delivery Leadership to ensure appropriate talent is

  • identified, recruited, developed, deployed, promoted, and retained to enable the business to deliver on the business strategy

  • Work with Center of Expertise Interlocks to define requirements for HR solutions for their group and ensure that the programs created meet their requirements

  • Collaborate with other HR Leads to determine a common approach in case of overlapping requirements, identify impact of requested HR solutions to other entities, and determine synergies HR Programs and Initiatives

  • Foster the acceptance of HR initiatives and implementations in their organization, drive appropriate journey management and provide group specific inputs for appropriate implementation planning in partnership with Talent Strategists

  • Effective delivery of HR programs and services, monitor effectiveness of existing HR programs and services for their business entity and engage with HR service delivery organization on issues and resolution

  • Participate in a broad range of HR processes as defined in the process descriptions primarily by defining requirements, providing business insights, setting priorities, reviewing solutions, providing planning input, and communicating to business leadership

  • Drive change effort to meet the business requirements with Service Delivery teams

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Application process

We believe it is crucial that you know where you stand during your application, and what the next steps are. Our process is short - but thorough - and we'd like to get to know you, and see if we are a great fit. Please connect with our recruiters in case of questions.

Apply

Found a fitting vacancy or role? Great! Apply by sending in your CV and cover letter and let's get started. Contact our recruiters in case of questions, they are here to help and guide you.

First Interview

During the interview, we'd love to get to know you and see if there is a match with our brand and brand values. We will discuss your ambitions and past experiences and tell you all you want to know about the role.

Second Interview

In the second interview, our senior management would love to get to know you. We will continue to discuss your ambitions, past experiences and we can answer any question you have about the position and work at Accenture.

Offer

If we are all happy to proceed after the interviews, we'd like to make you an offer to join Accenture. We hope we can welcome you soon as a new colleague!

Onboarding

We'd like to welcome you to Accenture and are excited that you have accepted our job offer and agreed upon your start date. You will meet all the other new joiners and continue your career at Accenture.

Let's Connect

Gustavo Corsten

Hi, my name is AVA.
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