HR Talent Practitioner Analyst - Madrid

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Human Resources professionals develop and execute HR strategies, programs and services across one or more parts of the employee lifecycle to attract, develop and retain a highly engaged and differentiated workforce that enables the execution of human capital and business strategies.

Job Description

A professional at this position level within Accenture will be first point of contact for resources, employees and teams in terms of Talent.

Talent Segment: Human Resources

 

Key Responsibilities

Overall

·       They will work with the HR Business Partner and Talent Strategy to help implement innovative solutions to address work priorities and to contribute to a positive work environment through the implementation of people programmers and initiatives.

 

·       Lead and be present in the actions derived from the performance achievement, from promoting the realization of the priorities, to measuring the motivation of the teams as to collect the actions of take action to grow derived from the talent discussion.

 

·       Be aware of the impact of the actions that are put in place have on the business and people indicators such as: retention, diversity, engagement, talent, knowledge, transformation to the new, comparting the achievement with the target and measuring the impact of the same.

 

·       Adapt the local programs to the needs of each entity at the same time to make known the global programs for the adaptation to the needs of geography in a joint way.

 

·       Understanding of general human resources policies and procedures.

 

·       Assure that Global Programs, designed by Talent Strategy are executed in land, such as they should.

 

·       Assist in talent acquisition and recruitment processes, when needed.

 

·       Follow employee onboarding up.

 

·       Help organize specific training & development initiatives, identifying actions and programs needed for employee’s development. Sometimes, participate in the design of contents.

 

·       Promote HR programs to create an efficient and conflict-free workplace.

 

·       Organize promotion process and annual employee performance reviews.

 

·       Offer feedback to HRBP’s and to Talent Strategy, about the implementation of any talent program.

Your role includes some ra ll of the following key responsibilities. You should review these in conjunction with career level guidelines to gain a clear understanding of the expectations for your role.

 

 

        Overall

·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 Career Advisor could provide more individual support regarding networking, getting staffed on first project, acclimation into the company

        Scheduling

·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

        Skilling

·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

Objectives

 

The performance objectives shown below are specific to this role. If you are in this role, these objectives will appear in myPerformance as a starting point for setting your objectives, using the setting approach. Within myPerformance, you will select three focused objectives from this list where you can make the most significant contributions to the business–one for each leadership contribution area (Value Creator, People Developer, Business Operator)–plus one objective for your professional growth (anything you want to achieve outside your daily responsibilities to develop yourself).

 

        Value Creator

·Establish self as expert or key contributor

·Increase client/customer or user satisfaction

·Make/propose improvements to work products, services or processes

 

        Business Operator

·Comply with Accenture standards, procedures and policies

·Coordinate/implement a key initiative, process or change

·Meet deliverable requirements/service level measures/specific targets

·Reduce/Manage risks to tasks, activities or projects

 

        People Developer

·Build skills (self or others) needed to execute responsibilities

·Effectively coach/counsel others and provide feedback to improve performance

·Maximize individual/team productivity to build or maintain a high quality team

·Promote teamwork and a positive work environment

Career Level Expectations

Complexity

·       Requires analysis and solving of increasingly complex problems.

·       Interaction is with peers within Accenture before updating supervisors. Likely has some interaction with clients and/or Accenture management.

Authority

·       Requires medium instruction on daily work tasks and a moderate level of instruction on new assignments

Impact or Decision Impact

·       Decisions impact own work and may impact the work of others

Scope

·       Individual contributor and/or oversees a small work effort and/or team