Accenture HR Data Strategy and Governance Manager - US/Global 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 674,000 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.
About our Team
The Global People Analytics (GPA) team is made up of over 300 skilled and dedicated people around the world whose mission is to provide Accenture business and HR leaders with strategic and operational analytics and insights to enable data-led decision making. We offer a variety of vibrant and challenging career paths within our team, each requiring different but complementary skills and areas of focus:
Advisory & Insights
Solutions & Innovation
Data Science & Advanced Analytics
Learning & Capability Development
Thought Leadership & Offering Development
Strategy, Planning & Design
Data Strategy & Governance
Communications & Change Management
Strategic Programs and Organizational Effectiveness
About this Role
The data strategy and governance lead is responsible for oversight, optimization, and maintenance of strategies, processes, and outcomes in three main areas of HR data/information/analytics: data governance (specific to the usage and movement of data) and transformation; information security; and serving as an advisor to stakeholder areas such as Internal Controls, Audit & Compliance, Controllership, and Legal. This role will work with a broad variety of internal (team) and external (organization) partners and stakeholders to execute their responsibilities and represent the HR as a business domain across these areas.
Reports to: Strategic Programs & Organizational Effectiveness Lead
Responsibilities (not an exhaustive list)
In this role, you will have a number of responsibilities across a few key areas, representing the HR business domain and the HR data governor. In this capacity, you will oversee data governance and drive data management initiatives to ensure enterprise data policies, standards, and optimized systems/processes to leverage data as an asset. You will partner with key stakeholders ensuring all security initiatives are met and aligned to HR leadership priorities. For all areas, you will provide supplemental change management, training, adoption/awareness services in partnership with our internal learning and change teams.
Governance & Controls
Serve as the product owner for the HR data domain. Manage the product inventory (data/metrics/reporting catalog, curated datasets, etc.) for the domain, including product vision, product feasibility, success criteria, and user stories. Collaborate with technical teams to drive prioritization/backlog and translate business requirements into technical specifications.
Provide full end-to-end oversight of the HR data governance (usage & movement) process. Interface closely with CIO enterprise data steward counterpart to coordinate and execute the process. Advise customers and leaders on the best ways to navigate/design/improve the process.
Serve as the team's subject matter expert in the Global Legal Review (GLR) process and requirements. Coach and guide team members and stakeholders in navigating the GLR process.
Maintain, in consultation with Legal/Data Privacy, the HR data classification and standards definitions (e.g. Confidential, Highly Confidential, Restricted).
For Restricted (Material Non Public) data, liaise with the appropriate teams to understand and participate in/influence the design of Insider List provisioning/maintenance processes from the HR domain standpoint.
Design, implement, and maintain governance standards and guiding principles in the data and reporting spaces, the purpose of which will be to steer all elements of the reporting/analytics product lifecycle and ensure operational efficiency and compliance. These guiding principles will encompass topics such as when to use certain platforms, as well as the use of supplemental reporting solutions (e.g. Prism) as a mechanism to achieve certain reporting goals/outcomes.
Coordinate the HR Data & Information Architecture Governance working group: organize meetings/roundtables, gather agenda items, communicate actions and timing to relevant stakeholders/participants.
Data Privacy & Information Security
Understand and, where applicable, participate in design of HR information security architecture, design, policies and practices with an eye toward optimization and simplification.
Serve as the information security asset steward coordinator liaising with HR compliance/info sec teams to execute asset control / user access reviews and procedures for assets in scope, coordinating with appropriate reviewers and approvers as needed. Understand information security regulations impacting reporting and analytics (e.g. GDPR).
Partner with user identity/application security teams to understand security designs and procedures. Work to continually optimize our approach, designs, processes in the security space, with a focus on "privacy by design". Own design of HR data and reporting security roles.
Design and administer a data privacy framework with Legal which governs appropriate usage of data and analytics for in-scope routine and ad hoc activities performed by the GPA team. Educate the teams on the use of the framework.
Research and apply best practices and industry trends in data privacy space to the work of the team, focusing on influencing creative and agile solutions which are also compliant.
Advisory & Transformation
Act as the People Analytics and Reporting product owner and business advisor for several key stakeholder areas: Audit & Compliance, Internal Controls, Controllership, Legal. Work with leaders to understand reporting requirements and interface closely with Agile Release Train teams to prioritize and deliver reporting products and assets that meet stakeholder needs.
Participate in internal audit activities as required, representing the HR data and reporting function and the HR data governor. Review requests and coordinate as needed across teams to provide requested data, information, demonstrations, process documentation, etc. Where needed, address gaps through designing new processes, documentation requirements. Work with external audit firms and teams as required.
Liaise with assigned stakeholder areas to discuss, understand, and plan for reporting asset/product development, enhancement, maintenance and decommissioning. Support as needed requests to understand and execute ad hoc reporting to support critical processes in the assigned area(s).
Serve as a key subject matter expert in the HR/people data strategy, architecture, governance, and transformation areas. Contribute to client-facing engagements as requested by leadership. Participate in and/or lead segments of transformation programs and initiatives representing the HR data governor/analytics lead.
Minimum of 3-5 years of experience in data governance, information security and/or controllership
Bachelor's degree in Business, HR, MIS, or a related field or an equivalent in combined education and work experience
Advanced and/or focused studies/experience in data governance, information security or other related fields
Demonstrated analytical, decision making and problem solving skills
Familiarity with data governance and information security principles, process design
Workday reporting skills are highly preferred/desired
Knowledge of SOX or other applicable regulatory/legal requirements around HR reporting
Exceptional verbal and written communication skills
Ability to handle multiple tasks concurrently and meet deadlines, despite conflicting demands
Ability to follow documented processes to ensure adherence for audit purposes
Must be a motivated, self-starter who is able to work independently in a high volume fast-paced environment with limited supervision and direction
Strong analytic and diagnostic skills as well as a data-driven and metrics-driven approach
Ability to negotiate across multiple stakeholders' priorities and needs
Demonstrated leadership in professional setting; either military or civilian
Demonstrated teamwork and collaboration in a professional setting; either military or civilian
As required by Colorado law under the Equal Pay for Equal Work Act, Accenture provides a reasonable range of 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 $119,880 - $197,900 and information on benefits offered is here. (https://www.accenture.com/us-en/careers/your-future-rewards-benefits)
The safety and well-being of our candidates, our people and their families continues to be a top priority. Until travel restrictions change, interviews will continue to be conducted virtually.
Subject to applicable law, please be aware that Accenture requires all employees to be fully vaccinated as a condition of employment. Accenture will consider requests for accommodation to this vaccination requirement during the recruiting process.
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.