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Accenture Compensation Process Senior Manager - Total Rewards, North America in Florham Park, New Jersey

Organization: Corporate Functions/Human Resources

Location: US negotiable

Accenture is a global professional services company with leading capabilities in digital, cloud and security. Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and Operations services — all powered by the world’s largest network of Advanced Technology and Intelligent Operations centers. Our 537,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities. Visit us at www.accenture.com.

People in the Corporate Function contribute to the running of Accenture as a high- performance business through specialization within a specific functional area, and grow into internally focused roles by deepening their skills and/or developing new skills within an internal functional area.

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

  • Manage service delivery of Compensation, Comp Admin, Benefits, and Pensions Admin functions.

  • Manage delivery, prioritization and escalation across all teams.

  • Design, build and communicate HR programs, policies, processes and practices that deliver long term HR strategy and support business goals.

  • Conduct internal and external market research and analysis to plan compensation and benefits and ensure its relevance, competitiveness and affordability.

This talented individual will 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.

Responsibilities

  • Develop and execute HR programs

  • Develop, deliver, and/or support the Human Capital Strategy, marshalling the right talent to deliver on the objectives for each program/entity

  • Serve and/or support the processes for ensuring employees needs are met throughout the entire HR life cycle

  • Oversee, plan, and/or support key HR functions such as annual performance management cycles, supply/demand management, employee engagement and people programs, total rewards, and talent development

  • Provide counsel to project executive teams on career planning, leadership development and people management

  • Develop and execute HR strategies

  • Design, build and/or support HR programs, policies, processes and practices that deliver to Accenture’s long term HR strategy and business goals

  • Define requirements to shape HR strategy, programs, processes and services to fulfill business needs

  • Provide strategic and respected HR advice, handling employee discipline and grievances, as appropriate

  • Develop Key Relationships

  • Work with the HR and Business Leaders, understand business/people strategy in order to develop priorities and design/build solutions that support it

  • Interface with HR and leadership/employees in assigned areas to provide compensation communication as needed

  • Work with GU- CoE Interlock and other CoE roles to define the GU compensation framework and future developments and coordinate with field HR Organization and People Advisors to implement compensation processes

  • Manage Risk and Compliance

  • Ensure that Accenture Total rewards programs are fully integrated with statutory programs within each country

  • Analyze performance metrics. Provide specialty reporting and data analysis as required. Identify trends, potential areas of non-compliance with legal requirements and opportunities for performance improvements within the function

  • Serve as a main point of contact for all issues related to the Total Rewards areas and manage relationships with stakeholder group and key individuals

  • Responsible for specific Rewards Management function (Compensation, Global equity, Benefits, Pension, Market Intelligence, Annual planning) and provide the highest level of advice and recommendations to the respective teams

  • Finalize overall Total Rewards Management budget requirements

  • Support SE direct hire process and responsible for reviewing incoming business cases for Accenture Leadership direct hire candidates

  • Adapt, communicate and implement the strategic direction of all the operations to ensure adherence to global policies and processes

  • Direct the design, communications, enrollment, claims administration, vendor interfaces, premium payments, database systems, and accounting for various total rewards programs.

Basic Qualifications:

  • Bachelor´s Degree (±16 years)

  • A minimum of 7 years of compensation experience

Preferred Qualifications:

  • Master’s Degree

  • Certified Compensation Professional (CCP)

  • Strong compensation expertise in the areas of merit pay programs, incentive and bonus plans, job evaluation, and salary survey use & methodology

  • Familiarity with laws and legislation impacting compensation decisions

  • Adept at influencing and developing solutions through strong relationships, transparent communication, expertise, and data

  • Experience managing many stakeholders in a matrixed organization

  • Experience leading the work of others in a virtual environment

  • Process, project or workplan management experience

  • Advanced Excel, PowerPoint, data analytics skills

  • Strong focus on data privacy and confidentiality

  • Minimum of 8 years in total rewards/compensation role with Minimum of 2-3 years in managing people

  • Work experience with a large corporate employer, leading consulting firm and/or emerging technology roles strongly preferred

  • Familiarity with statistical analysis approaches and tools

  • Working knowledge of Workday HCM

  • Experience working with globally located teams.

Professional Skills:

  • Ability to think strategically, analytically, and creatively

  • Demonstrated leadership in professional setting; either military or civilian

  • Demonstrated teamwork and collaboration in a professional setting; either military or civilian

As required by the Colorado Equal Pay Transparency Act, Accenture provides a reasonable range of minimum compensation for roles that may be hired in Colorado. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. For the state of Colorado only, the range of starting pay for this role is $115,000 - $188,599 and information on benefits offered is here. (https://www.accenture.com/us-en/careers/your-future-rewards-benefits)

What We Believe

We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.

Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce)

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.

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 (https://www.accenture.com/_acnmedia/Careers/PDF-9/Accenture-Annual-Policy-Statement-Regarding-EEO-2018-Applicant.pdf) .

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 (https://www.accenture.com/us-en/contact-us) or speak with your recruiter.

Other Employment Statements

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.

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.

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