Accenture (Yokohama, 日本) 3日前

Key Responsibilities

  • First point of contact for resources supported in the following areas:

   Career development, scheduling, skill building, and performance.

  • Help identify and propose right talent from a resource pool and for managing/monitoring aggregate level productivity targets.
  • Drive ongoing coaching conversations as a regular part of employee’s staffing and development experience.
  • Help employees navigate the organization, and provide advice about broader performance and career goals in the context of scheduling.

Overallfor this position

  • Adapt, communicate and implement the strategic direction of all operations to ensure adherence to global policies and processes
  • Define the operational framework for the GU delivery of People Service process support based upon the defined Business and HR Strategy
  • Create and implement short-term tactical plans to meet SLA performance metrics and financial targets through the efficient use of human resources, technology and maximization of workforce
  • Provide feedback and input for improvement of all programs, processes and policies and accountable for driving consistent, standardized and effective service delivery within Employee Relations, Internal Controls & Compliance, Learning, Transitions and Records & Document Management.
  • Work with the GU CoE Interlock process owners to improve the end to end HR delivery processes
  • Ensure integration of GU People Services team with the Cross Business Service Delivery team and Field HR within the GU
  • Serve as a main point of contact and manage relationships with stakeholder group and key individuals
  • Resolve any escalated issues and risks
  • Facilitate team work and process integration across the team

Employee Relations

  • Act as first point of contact for Discipline & Complaints, employee Crisis, Exit Management (Death/Retirement/unmanaged attrition)
  • Will be approver for Flexible Work Arrangement (Flex time/Modified work week)
  • First point of contact for Leave Management, Performance Issues(Preformance Councelling/Performance improvement plan)
  • HR Partner could provide more individual support regarding networking, getting staffed on first project, acclimation into the company


  • Usually identify and match roles for people
  • Ensures client demand is filled
  • Individual coaching & guidance to support skill development (staffing assignments, meeting performance goals, skills training needs)
  • New joiner process handholding
  • Work closely with individuals to know their strengths, goals, & preferences and support career development & advancement


  • Identifying skilling needs/opportunities - tied to demand fulfillment/future staffing opportunities
  • Find people to be re-skilled in skill XYZ based on top down direction
  • Skilling needs - core courses/standard curriculum
  • Execute/drive re-skilling program execution

Career Level Expectations


  • Requires analysis and solving of moderately complex problems. May create new solutions, leveraging and, where needed, adapting existing methods and procedures.
  • Requires understanding of the strategic direction set by senior management as it relates to team goals.
  • Primary upward interaction is with direct supervisor. May interact with peers and/or management levels at a client and/or within Accenture.


  • Requires guidance when determining methods and procedures on new assignments

Impact or Decision Impact

  • Decisions often impact the team in which they reside


  • Manages small teams and/or work efforts at a client or within Accenture


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