hr talent StrategyAccenture Thailand

Job Description
Formulation of talent strategy aligned to the business and overall HR strategy. Define and manage programs, create initiatives and plans for the deployment of Human Capital Strategy. Support and deliver development and application of guidelines, frameworks, toolkits and methodologies. Define, plan, mobilize and deliver a Change Journey plan. Possess strong knowledge market trends, best practices, legal developments and technology.
Talent Segment: Human Resources
Key Responsibilities
Your role includes some or all of the following key responsibilities. You should review these in conjunction with career level guidelines to gain a clear understanding of the expectations for your role.
HR Strategy
Provide the HR leadership team with knowledge and expertise to facilitate creation of a business aligned HR strategy
Assess current capabilities and culture of the HR organization and identify gaps that must be addressed to successfully implement the HR strategy
Consult with HR functions to develop the overall HR Strategy and framework
Oversee and monitor the implementation of the overall HR strategy and report progress to HR leadership
Act as a centralized group for coordinating all HR programs and projects
Provide inputs regarding the best ways to measure the effectiveness of HR strategic planning and implementation processes
Ensure, through deep data analysis and research, that strategy is coherent and aligned to business needs
Establish and maintain effective service management for HR by developing and maintaining the HR service catalogue, HR scorecard, SLAs and operating level agreements
Ensure integrated global HR change management and communications approaches are being developed and implemented
Build HR program/project and change management capability by defining a set of global standards and designing, developing and deploying change management and communication toolkits
May be responsible for defining, developing, implementing and managing HR scorecards and ensuring the HR strategy is appropriately embedded in the context of our business and human capital strategy
Provide the HR leadership team with knowledge and expertise to facilitate creation of a business aligned HR strategy
Assess current capabilities and culture of the HR organization and identify gaps that must be addressed to successfully implement the HR strategy
Consult with HR functions to develop the overall HR Strategy and framework
Oversee and monitor the implementation of the overall HR strategy and report progress to HR leadership
Act as a centralized group for coordinating all HR programs and projects
Provide inputs regarding the best ways to measure the effectiveness of HR strategic planning and implementation processes
Ensure, through deep data analysis and research, that strategy is coherent and aligned to business needs
Establish and maintain effective service management for HR by developing and maintaining the HR service catalogue, HR scorecard, SLAs and operating level agreements
Ensure integrated global HR change management and communications approaches are being developed and implemented
Build HR program/project and change management capability by defining a set of global standards and designing, developing and deploying change management and communication toolkits
May be responsible for defining, developing, implementing and managing HR scorecards and ensuring the HR strategy is appropriately embedded in the context of our business and human capital strategy
Inclusion and Diversity
Develop the GU Human Capital Strategy and manage the resulting set of initiatives
Support DTE/GU level talent planning process, providing a local perspective on future key talent needs, participating in DTE Area/GU action planning discussions, prioritizing cross DTE actions to be executed in the GU
Act as the main point of contact to the DTE business partners and CoE to provide feedback on GU needs and relevance of solutions
Translating the global inclusion and diversity strategy into the GU/DTE priorities
Deliver global inclusion and diversity programs at the GU level for existing and new segments of diversity
Shape local solutions to address local inclusion and diversity priorities including sensitization, communications, and events
Shape local solutions to address leadership development requirements
Shape local solutions to distill the core values and culture we aspire to
Mobilize people advocate network to drive employee engagement
Support the Human Capital & Diversity Lead in the development and implementation of the three year rolling view geographic Human Capital Strategy from a talent, leadership and culture perspective. This may include:
Develop the GU Human Capital Strategy and manage the resulting set of initiatives
Support DTE/GU level talent planning process, providing a local perspective on future key talent needs, participating in DTE Area/GU action planning discussions, prioritizing cross DTE actions to be executed in the GU
Act as the main point of contact to the DTE business partners and CoE to provide feedback on GU needs and relevance of solutions
Translating the global inclusion and diversity strategy into the GU/DTE priorities
Deliver global inclusion and diversity programs at the GU level for existing and new segments of diversity
Shape local solutions to address local inclusion and diversity priorities including sensitization, communications, and events
Shape local solutions to address leadership development requirements
Shape local solutions to distill the core values and culture we aspire to
Mobilize people advocate network to drive employee engagement
Talent Management Strategy
Focus on developing innovative talent strategies that address the diverse needs of our business and our people
Act as the main point of contact for talent management issues in the organization they support
Monitor overall effectiveness of HR programs and services by monitoring key talent metrics to identify and analyze people related issues, root causes, and possible levers for solutions
Ensure consistent application of programs across the various business units and promote standardization by creating practical and effective programs in partnership with other HR teams
Work with the GU and DTE HR teams to define the detailed execution plan required to deliver the objectives of the Human Capital Strategy at the GU/DTE level
Maintain expert knowledge of their specialty area by researching best practices, monitoring legal developments, evaluating emerging trends, keeping appraised of technological advancements and conducting benchmark comparisons
Participate in identifying external supplier options for related programs
Design and deliver global initiatives for the employee value proposition in the context of overall business and HR strategy
Determine Accenture's engagement survey strategy basis market research and working with thought leaders in the engagement space
Responsible for the effective design and smooth deployment of the engagement survey. Ensure we are asking relevant questions, and doing the right analysis
Identify key issues and root causes around engagement using the survey result
Structure a framework to drive the GES action planning and incorporate market best practices into our analysis and programs
Assist in developing communication strategies around different engagement programs
Take ownership of global recognition programs and initiatives such as Celebrating Performance
Participate in the formulation of the strategy and policy for recognition while ensuring alignment with the overall HR strategy
Focus on developing innovative talent strategies that address the diverse needs of our business and our people
Act as the main point of contact for talent management issues in the organization they support
Monitor overall effectiveness of HR programs and services by monitoring key talent metrics to identify and analyze people related issues, root causes, and possible levers for solutions
Ensure consistent application of programs across the various business units and promote standardization by creating practical and effective programs in partnership with other HR teams
Work with the GU and DTE HR teams to define the detailed execution plan required to deliver the objectives of the Human Capital Strategy at the GU/DTE level
Maintain expert knowledge of their specialty area by researching best practices, monitoring legal developments, evaluating emerging trends, keeping appraised of technological advancements and conducting benchmark comparisons
Participate in identifying external supplier options for related programs
Design and deliver global initiatives for the employee value proposition in the context of overall business and HR strategy
Determine Accenture's engagement survey strategy basis market research and working with thought leaders in the engagement space
Responsible for the effective design and smooth deployment of the engagement survey. Ensure we are asking relevant questions, and doing the right analysis
Identify key issues and root causes around engagement using the survey result
Structure a framework to drive the GES action planning and incorporate market best practices into our analysis and programs
Assist in developing communication strategies around different engagement programs
Take ownership of global recognition programs and initiatives such as Celebrating Performance
Participate in the formulation of the strategy and policy for recognition while ensuring alignment with the overall HR strategy
Talent Planning
Overall responsibility for the Talent Planning process execution
Conduct/support talent planning discussions and provide local perspective on future key talent needs
Facilitate the roll out of talent planning processes at the DTE/GU levels
Summarize overall talent needs and action plans
Monitor progress against action plans and provide updates to HR/business leadership as appropriate, flagging risks, issues etc
Identify the key talent needs of a DTE to execute its business strategy and ensure these needs translate into action plans across disciplines like resource forecasting, supply/demand management etc. Within the CoEs, this role will design the process, identify and implement ongoing improvements, and facilitate cross DTE action planning where appropriate. This may include:
Overall responsibility for the Talent Planning process execution
Conduct/support talent planning discussions and provide local perspective on future key talent needs
Facilitate the roll out of talent planning processes at the DTE/GU levels
Summarize overall talent needs and action plans
Monitor progress against action plans and provide updates to HR/business leadership as appropriate, flagging risks, issues etc
Objectives
The performance objectives shown below are specific to this role. If you are in this role, these objectives will appear in myPerformance as a starting point for setting your objectives, using the setting approach. Within myPerformance, you will select three focused objectives from this list where you can make the most significant contributions to the business-one for each leadership contribution area (Value Creator, People Developer, Business Operator)-plus one objective for your professional growth (anything you want to achieve outside your daily responsibilities to develop yourself).
Value Creator
Establish self as expert or key contributor
Increase client/customer or user satisfaction
Make/propose improvements to work products, services or processes
Business Operator
Comply with Accenture standards, procedures and policies
Coordinate/implement a key initiative, process or change
Meet deliverable requirements/service level measures/specific targets
Reduce/Manage risks to tasks, activities or projects
People Developer
Build skills (self or others) needed to execute responsibilities
Effectively coach/counsel others and provide feedback to improve performance
Maximize individual/team productivity to build or maintain a high quality team
Promote teamwork and a positive work environment
Career Level Expectations
Below are the expectations for all employees in this role. Please note that additional criteria may apply in some countries. If your home country appears in the Country Specific Information link at right, please click the country name to view the applicable expectations for this role.
Complexity
Requires proactive identification, definition and solving of complex problems that have impact on the direction of the business or work effort, where analysis of situations requires an in-depth knowledge of Accenture
Requires development and execution of strategy to achieve key business objectives in area of responsibility
Interaction is with senior management levels at a client and/or within Accenture, involving negotiation or influencing on critical matters.
Authority
Wide latitude in decision-making and determination of objectives and approaches to critical assignments
Impact or Decision Impact
Decisions have a major and lasting impact on areas outside of own responsibility
Scope
Manages large complex teams and/or work efforts (if in an individual contributor role) at a client or within Accenture
Leadership DNA
Leading our people, clients and communities in the New
It's foundational to our Leadership DNA that all of our people be role models, living our and adhering to our .
It all starts with you-by being your best whole self, you enable a positive environment where you and your colleagues can thrive, grow and perform at their best.
Leadership DNA focuses first on the outcomes that represent a new kind of leader-one who experiments, inspires others, works across boundaries, and adapts to the constant change around us.
For more information on Leadership DNA, .
P5 - Master
Skills and Proficiency Expectations
Below are the skills and minimum levels of proficiency (or depth of skill) that employees in this role are expected to possess. Adaptations to these criteria apply in some countries.
To see definitions of these skills, download the global .
Skill Name
Expected Proficiency Level
Change Management
P5 - Master
Data Analytics and Interpretation
P5 - Master
Employee Value Proposition Design & Development
P5 - Master
Financial Analysis
P5 - Master
HR Strategy
P5 - Master
Journey Management
P5 - Master
Talent Management
Equal Employment Opportunity Statement
All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
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