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
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