HR Service Delivery Senior Manager
This role is pivotal in aligning and driving key business outcomes.
Expected Key Roles and Responsibilities
q Supports MU HR lead in managing overall HR budgets.
q Leads workforce planning for the Management Unit (MU), which includes forecasting both demand and supply.
q Responsible for monitoring and managing MU payroll and chargeability to ensure they align with profitability commitments and revenue targets.
q Ensures that effective and efficient HR services are delivered in designated and non-designated location.
q Collaborates with various leaders, such as HR Partners, Talent Supply Chain, Finance, MD Matters, the Director of Operations, HR COEs, and the MU HR Lead, to help assess whether workforce and service delivery actions positively impact business revenue and profitability.
q Serves as the primary MU lead for HR internal controls and compliance matters.- Responsibilities may include the following:
q Initiates, leads, and manages MU-specific HR transformation programs.
q Managing specific HR programs at MU level Influencer and talent advisor for MU leadership (ex-DOO, Finance lead)- Responsibilities typically sit in Business Operations under retained HR; movement to HR Operations needs prior alignment with the HR MU Lead and HR Operations Lead.
Required Functional Competencies:
- Interaction and Stakeholder Management (Expert) - Effective handling and addressing issues with HR Shared Services leaders, MU HR Lead, and business leaders
- Talent Management (Expert) - Leads the talent and supply management discussions and partners with key leaders to determine talent actions
- Budget and Forecasting (Expert) - Efficiently and effectively manages workforce planning, which impacts business budget and changeability.
- Leadership (Expert) - Leads and directs work and drives business outcomes with functional teams and other leaders.
- Compliance (Expert) - Review compliance and existing controls to ensure effective execution
- Demand and Supply Management (Expert) - Reviews and manages demand and supply of talent within the MU, works with the business to determine appropriate talent actions to maintain a supply/demand balance
- Talent Strategy (Experienced) - Determine talent actions and priorities as they relate to business focus areas to maintain and improve business profitability
- Service Delivery (Expert) - Applies delivery knowledge to challenge the status quo and initiate and drive transformation initiatives within their respective MUs to transform service delivery teams in managing the existing scope of work.
Proficiency Level :
Trained(T)- Attended a training course on this skill and/or has had brief exposure to this skill.
- Uses basic terminology in regard to the skill.
- Recognizes and/or articulates basic concepts, facts, methods, techniques in day-to-day work experiences.
- Moderate exposure to this skill and related work experiences.
- Can assist other team members with questions and problems related to this skill
- Applies skill (at basic level to work situations, with some guidance.
- Extensive exposure to this skill and related work experiences.
- Applies skill (at advanced level) to work situations with medium complexity, with little or no guidance.
- May train and/or direct the work of others in application of skill.
- Regarded as a center wide resource on this skill.
- Applies detailed knowledge and skills to complex (or new) work situations in multiple settings.
- Trains and/or directs work of other in complex facts, methods, and techniques related to the skill.
Required Professional Competencies:
- Initiative - Level 6
- Influence - Level 6
- Coaching - Level 6
- Big Picture and Systems Thinking - Level 6
- Collaboration and Partnership - Level 6
- Learning Agility - Level 6
- Innovation - Level 6
- Problem Solving - Level 6
- Analytical Skills - Level 6
Proficiency Level:
Level 1 - Exhibits basic competency indicators occasionally.
Level 2 - Exhibits basic competency indicators consistently and effectively.
Level 3 - Exhibits competency indicators of medium complexity occasionally.
Level 4 - Exhibits competency indicators of medium complexity consistently and effectively.
Level 5 - Exhibits advanced competency indicators occasionally.
Level 6 - Exhibits advanced competency indicators occasionally.
Working Conditions:
- Will be required to work on site within the MU location
- Maybe required to travel to other location/country based on business needs
- Flexible work arrangements allowed
Security Roles and Responsibilities:
- Shall protect confidential information that is entrusted to them or to which they are otherwise exposed.
- Should not disclose any confidential Company, client, or third-party information to anyone outside the Company, except as authorized.
- Should not ever use confidential client, third-party or Company information for personal gain or advantage.
- Under no circumstances discuss with clients matters that concern other clients or engagements without the express authorization of such other clients.
- Must immediately open and act upon security communications from Protecting Accenture.