天津招聘

The HR--People Advisor serves as an advisor and coach to line managers, career counselors and senior management on people related matters to enable them in turn, to coach and develop our employees.

The People Advisor enables effective delivery of HR People Programs and Processes for the Entity. People Advisors are aligned by geography (GU, Country) and deployed to entity (DTE) and support a logical Organizational Unit, based on local implementation within a GU.

People Advisors are responsible for coaching and educating supervisors and career counselors on processes including legal implications of not following a process and ensuring that career counselors and supervisors are adhering to and executing the process correctly.

Key Responsibilities

Coach and Advise Line Managers and Career Counsellors

? Use every opportunity to coach line managers and supervisors through one on one and group forums to help them to improve their people management and development skills

? Support line managers and career counselors real-time to deal with current employee issues

? Provide high quality coaching and advisory services during and in preparation to key processes and discussions such as annual review discussions, career development discussions, addressing performance issues and communicating difficult messages

? Demonstrate business acumen by being proactive in understanding the entity / organization unit’s financial metrics and budgets and relating these to HR practices and initiatives

Employee Lifecycle Processes

? Maintain oversight of and accountability for all HR process delivery impacting the employee life cycle such as on boarding and integration, discipline and grievance, leave management, exit management, policies, career transitions and management, performance management etc

? Supervise the People Advisor Trainee(s) who support them in the delivery of these processes

Engagement

? Support implementation of all engagement, recognition, I&D and Leadership Connect programmes (including GES, employee and leadership townhalls, focus group discussions, open houses and other communication forums, floor walks/visits, Celebrating Performance and entity specific recognition programmes)

? Maintain constant touch with their employee group both individually and through the People Advisor Trainee(s) in order to build a strong sense of the engagement with the group

? Collaborate proactively with the business to understand their needs

? Input understanding and feedback gained of the business and employee group back to HR functional teams responsible for HR programs and processes

? Facilitate employee engagement and people programs activities by coaching the line managers/supervisors/career counselors on their responsibilities and deliverables in the process/programs and providing advisory support as required

? Develop GES Action Plan for their group and implement recommendations, enable delivery of action plan/Employee Engagement and People programmes and activities together with DTE People Advocates

? Support Senior Executive Involvement by providing regular opportunities for them to connect to local, cross-workforce employees

Performance Management

? Anchor performance management processes for their employee population, as directed by HR functional teams

? Play the role of advisor and conscience keeper in processes such as rating and moderation discussions, probation reviews, performance improvement plans, managed departures etc

? Manage real-time promotions

? Provide training and support to line managers on informal action plan and Performance Improvement Plan (PIP) process

? Provide guidance and direction to supervisors on the management of involuntary departures by communicating decision and facilitating resolution of departure

? Support compensation administration process by collaborating with Ops on merit increases and minor adjustments according to ranges provided by Compensation team during standard process/cycles; ensure comp changes due to RTP/bonus payouts etc are facilitated; provide local support to Compensation market surveys if required, and provide input during design of new programs; support communication to employees/supervisors on standard process as well as new programs

Employee Relations

? Take accountability for and facilitate resolution of employee discipline and grievance cases and consult with business and Employee Relations/Works Councils/Legal as appropriate. Connect employee/supervisors with relevant parties to help resolve the case, provide an unbiased point of view and help create a safe environment for case resolution

? Provide input and point of view to the ER/Policies team as required during policy review

? Represent Accenture as employer in legal procedures in Court as required

? Ensure that all downsizing processes are handled according to local labour legislation

Career Management

? Anchor Career Management programmes and processes for their employee group such as Career Counselors Enablement, Career Development Plans, Succession Planning, Hi Potential programs, Accelerated Career Progression Programs, Competency Assessment, Executive Talent Reviews by identifying high performers, key roles, successors, gaps and action plans typically by contract and sometimes across workforces

? INDIA ONLY – provide input on compensation information / analysis for exception cases for recruiting offers and approve salary recommendation where required

Learning and Transitions

? Act as faculty for soft skills training programs as required

? Partner with the DTE Capability Development team during the training needs analysis exercise and provide input and feedback on training roadmap and curriculum

? Support entity New Joiner Orientation by facilitating specific modules during the session/program

? Support the Mobility process by helping develop business case, coordinate approval process and headcount transfer in collaboration with the Entity TSC team, identify employees for talent driven assignments, oversee Performance Management process for assignee, confirm repatriation role based on skill set and experience

? Provide integration support to new joiners as required with a higher touch approach for more senior employees

? Manage ongoing transitions and transfer (e.g. ramp ups, transfers, etc.) activity which may include, but is not limited to, conversations with client HR, assessing client roles against career level criteria, creating and presenting at informational sessions with prospective employees

Employee Queries

? Proactively promote increased usage of self-service tools and Tier I HR employee support services

? Handle HR queries which cannot be handled by employee support services

Employee Communication

? Attend Leadership Meetings and recurring meetings with Business Leads, Community Events and Community Meetings and prepare appropriate supporting HR materials as required

Data Analysis and Action Planning

? Leverage reports from Shared Services and work with the People Advisor Trainee(s) to further analyze the data and define action plans as required

Employee Data

? Lead discussions and issue resolution with Shared Services teams in case of employee data accuracy issues

Support to Process Owners

? Ensure organisation unit is compliant on all audits and internal compliance requirements (PCMM, Client Audits etc) by reviewing documentation/artefact requirements and deliverables by People Advisor Trainee(s), and liaising with other teams as required

Change Management

? Support organizational changes, including redundancies, offshoring, new deals, relocation, transfer of employees from another company (as part of an outsourcing deal, for example) TUPE, transfers out, transfers in

? Support the ramp down process which includes, but not limited to, providing guidance on criteria for impact selection, provide financial analysis on potential severance costs, create adverse impact analysis spreadsheet for Employee Relations (ER) for review; work with key stakeholders on communication, provide information on Technology & System Integration (TSI) and Services Separation plan. Manage consultation process and exit process. Manage accruals in cooperation with finance and HR Specialist

People Developer

? Supervise, guide and develop People Advisor Trainee(s) and proactively coach them to develop a broad range of HR skills and experience

Key Relationships

Interaction

? Business and DTE HR Leadership, Supervisors, Career Counsellors, Employees

? People Advisor Trainees, Field HR Enablement, GU/DTE Cross Entity HR Service Delivery teams, HR Shared Services

Qualifications and Experience

Education

A Bachelor/Masters degree with a focus in Human Resources Management/Psychology/Business Management related discipline is required

Professional Qualifications

A Human Resources certification from a recognized organization/institution is preferred (especially in case of a non-HR base degree)

Work Experience

? At least 3-4 years’ extensive Human Resources generalist experience

? Deep Human Resources/related area Service Delivery/Operations experience

? Solid understanding of Accenture’s/DTE’s business operations and business strategy

? Exceptional interpersonal and communication skills

? Strong coaching and collaborating capability combined with a demonstrated ability to influence

? Experience in building successful and productive working relationships

? Strong customer service orientation and negotiation skills

? Strong people development/management skills