Full Job Description
Talent and Organization / Human Potential, and we help clients co-create the workforce of the future. How? We make decisions based on data and insights. We give people the tools and knowledge to do their best work. We create digital experiences that employees love. And we teach companies how to grow , forward-thinking leaders. Our approach and our people put us at the front of the pack for talent, HR and organizational consulting. We help clients with skilling, talent strategy, leadership development, employee experience, change management and beyond. Visit us here to find out more about Talent and Organization/Human Potential
A transformer. You have the skills and knowledge to help today’s companies turn themselves into tomorrow’s top performers – enabled through their workforces. You’ve got the ability to share that know-how with clients in ways that build confidence and make complex change and learning as easy, engaging and as straightforward as possible. You are an educator and innovator. You know that the best way to lead is from the front, so team members look to you for advice and help.
Analyze and interpret data to design and roll out talent and workforce strategies that help companies shift to new ways of working - using everything from robotics and AI to Cloud technologies that enable collaboration via virtual work and learning
Enable work and workforce strategies by developing innovative approaches to source, acquire, integrate, skill and engage the full talent ecosystem
Foster and shape inclusion and diversity in an organization’s talent management processes and culture to help unlock the value of a diverse workforce
Assist clients in understanding how rapid changes in digital technologies affect their workforce and help teams design and craft ways for employees to effectively learn as organizations change
Work with clients and use data to spot the changing skills workers will need, skill adjacencies, and design plans for evolving workforce strategies, ways of working, roles, learning, performance and job levels based on objectives
Help clients build agile workforces and ways of operating that will succeed in continuous digital transformation
Plan and lead all phases of the talent transformation project lifecycle: gather and analyze data about work, roles and skills, assess change impacts, evaluate and identify skill or talent gaps, design curricula and learning paths, develop courses, deploy and measure learning
Help Accenture with business development including proposals and client relationships
Build our T&O / Human Potential practice by helping with market research, Points-of-View, capability development, thought capital, and knowledge management
Be ready to travel in the US as needed
Here’s what you need:
At least 8 years of talent or workforce transformation or learning & talent development experience
Proficient in Microsoft Word, PowerPoint, Excel, Power BI and with virtual collaboration tools
Bonus points if:
You’ve got at least 8 years’ experience working as a consultant on talent and workforce transformation or learning strategy & design
At least 8 years working as a consulting practitioner
You’ve got at least 8 years’ experience in 3 or more of the following areas:
Strategic Workforce Design
Digital Job or Role Design
Adaptive Workforce Strategy & Design
Talent Identification & Definition
Skills & Competency Architecture
Learning Platforms & Curriculum
Talent and Workforce Services Design, Delivery or Policy Administration
You know learning and instructional design
You know agile project management fundamentals
You have experience in human centered design
You are familiar with AI-based talent management, skills and learning platforms, Future Workforce Design and Analytics tools, Learning Management Systems, e-learning development tools or SQL
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States and with Accenture.
Equal Employment Opportunity Statement
Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation. Our rich diversity makes us more innovative, more competitive and more creative, which helps us better serve our clients and our communities.
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.
Accenture is committed to providing veteran employment opportunities to our service men and women.
For details, view a copy of the Accenture Equal Opportunity and Affirmative Action Policy Statement
Requesting An Accommodation
Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.
Other Employment Statements
Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.