PwC - Talent Consultant/HR Business Partner

PwC- HR Business Partner/ Talent Consultant

Job Description (Talent Consultant):

PwC Job Information:

Informal Job

Title: Talent Consultant

Work Level (Job Profile): Manager

Scope of Responsibility:

Coaching & Talent Development:

- Serves as a trusted advisor to BU and LoS leaders focused on accelerating the development of our people

- Collaborates with BU and LoS leaders to identify issues and to develop and execute action plans across all areas of our people strategy including diversity, development, performance management, rewards and recognition

- In collaboration with business and project team, ensures a clearly defined career path is available across job levels in the business

- Designs and implements interventions across LDE life cycle to elevate people manager effectiveness as against last year and ensure LDE processes (Snapshot, CRT, Talent Review etc.) are run with 100% compliance

- Ensures 100% adoption of capability building framework in the business you support and devise mechanism for periodic governance

- Proactively leads BU and LoS leaders in identification and management of high-potential talent and succession planning, retention efforts, connectivity and diversity initiatives

- Uses coaching skills to increase effectiveness of partners/managers/coaches in leading their teams (e.g., advancing Real Time Development through education/training, consulting on performance or other employee relations issues, building familiarity/comfort/trust to enhance our inclusive culture)

- Develops and maintains effective relationships with identified staff with goal of understanding and facilitating career objectives and employee engagement/satisfaction (e.g., career interests, mobility, distinctive experiences and diversity initiatives)

- Drives overall retention strategy in your business ; focused approach on 100% adoption of predictive model

- Ensure Early attrition is less than last year and drive new employee/promote engagement agenda

- Coaches & develops other TC Team members

- Drives Tax People Committee Actions. Devise people interventions based on floor pulse and GPS actions to drive exceptional people experience / manage engagement and well being agenda for the businesses your support

- Proactively involved with diversity initiatives; collaborates with BU and LoS leaders as needed

- Facilitates mid-year check-in to identify performance trends, promotion candidates, high-potentials and diversity initiatives

- Serves as a resource to support BU and LoS leaders as they prepare for annual Career Roundtable meetings (e.g., identifying performance concerns, finalizing compensation, diversity initiatives and Career Outlook preparation)

- Drive process excellence/ innovation and ensure 100% compliance on all TC processes ; help the leaders with data and analytics for data driven people decisions

SECTION II: Job Objectives & Key Metrics

SECTION III: Requirements

People Operations (in collaboration with business)

- Ensures Organization structure management and monthly workday reconciliation

- Supports analysis of skills needed on the team and plan to acquire those skills/manage capacity, including opportunities to leverage alternative talent pools such as third-party labor

- Ensures Headcount and Attrition analysis/ reporting

- Advises BU and LoS leaders in developing and executing proactive retention plans

- Supports Tax People Committee in execution of People strategy and initiatives

- Leverages understanding of the practice to positively influence deployment decisions with goal of balancing workload, optimizing utilization, promoting flexibility, diversity initiatives, and providing broad-based experiences and developmental opportunities while balancing firm and client needs

- Briefly describe essential responsibilities of the job in order of average time spent. Describe activities in terms of the expected end result and the level of functional expertise or specialized knowledge applied. List the key performance criteria that will be used to evaluate performance.

Responsibilities Metrics:

- Coaching & Talent Development Broad-based work experience

- GPS questions

- Retention 87% or better

- Diversity GPS questions

- Diversity initiatives

- Workforce Planning & People Operations

- (Collaboration with Finance & Deployment)

- Utilization

- Workload balance

- List required education, prior experience, technical knowledge and skills, and certifications. Also indicate if there are specific competencies that are critical to success in this job.

Other Details: Demonstrated knowledge of coaching & development, problem solving approach, effective change management, talent & performance management, employee relations, diversity initiatives and HR policy interpretation.