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12/12 HR
Recruiter at EY

Views:3785 Applications:345 Rec. Actions:Recruiter Actions:0

EY - Assistant Director - Talent Consulting (8-10 yrs)

Bangalore Job Code: 643453

Job Description - 


To work in tandem with the Talent Consulting Leadership to support, advise and act as a consultant on all talent matters that correspond to achievement of business goals and objectives. Will be responsible for a given span of employees and will work to having the best people solutions delivered to meet the business expectations. Will be responsible for providing analysis, advice and insight that will have an impact on business decisions and performance. They will also use their wide knowledge of policies and best practices to influence business decision making and to support change management and initiatives. The role holder will also build strong internal and external networks to share good practice and market information.

Responsibilities :

Strategic talent initiatives and planning :


- Partner with internal and external stakeholders to deliver the larger Talent strategy aligned to regional/global priorities as determined by the 


Talent Leadership


 - Working closely with the STC and Business leadership to gain a deeper understanding of the Talent Agenda and execute HR programs flawlessly in line with this


- Facilitate and manager change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda


- Maintain a strong understanding of market trends that affect the industry and the people and talent side required to support the SL/BU


- Champion EY- s D&I strategy within the Region/Country


Workforce Planning


- Contribute meaningful inputs- to the workforce planning activities in terms of understanding capability, skills development, talent pipeline etc. of a particular SL/BU which can support the workforce planning conversations with STCs


- Make extensive use of data analytics to provide insight on trends, potential areas for concern and to inform solutions


- Understand the implications of future demands on current talent services; share information and work with other talent functions as needed to adapt to any changes once the Workforce plan is finalized


- Partner with Business in the planning and delivery of large-scale redundancies/restructures, mergers & acquisitions


Strategic partnering


- Build and maintain influential relationships with business leaders, working closely with them to develop solutions for business challenges.


- Develop strong relationships with other Region, Area and Global talent functions, both from a SL and CoE perspective, leveraging and supporting to drive talent solutions/initiatives from other talent functions


- Work for consistency and simplification of SL level talent activities and adoption of global processes - enable differentiation it where it drives value and is cost-effective but challenge it if otherwise


- Use data provided by technology and /or HR Services to provide deeper insights and inputs to business (e.g. retention hotspots, capability gaps, excessive use of overtime etc.)


- Have a strong understanding of key business and financial drivers that determine SL/BU success


- Escalation point for high risk ER cases, working closely with Operational Teams to resolve matters


Influencing Culture Change


- Champion and drive change within a specific client group, embed behavioural change to align with people priorities; advise business leaders on effective change management strategy


- Advise business on developing a culture within the SL that strengthens our values, promotes high-performance teaming and enables the delivery of exceptional client service


- Advise the business on cultivating an inclusive and flexible work environment that values diversity by working with the D&I team, working with Talent Consultants to deliver and drive these in the SL


- Coach, develop and challenge the local Leadership to drive change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda


- Monitor the effectiveness of change initiatives, taking appropriate action (working with other functions as needed) and providing feedback to the Talent Leadership


- Remain aware of HR trends to inform decision making and build a case for change


Talent Management


- Advise and guide the business on the key behaviours, practices and solutions that will build and develop the organisational capability and accelerate the engagement of our people and leadership; work with them and other members of the team to implement supporting actions


- Reinforce the criticality and importance- of LEAD practices and actively promote the new way of delivering careers, development and performance across all ranks and SLs


- Collaborate with Talent Development to support the SLs/BUs in the identification of HiPos, management of their long term talent pipeline, retention of high performers and those with critical skills, avoid and mitigate attrition from these levels


- Collaborate with D&I and Total Reward Leaders to provide input as needed to recognition programs and other initiatives that promote diversity, health and well-being; drive adoption of such programs in the business through advising on the benefits and how it support our exceptional EY experience


- Support the business in implementing action plans as a result of insights from employee surveys like GPS and other listening approaches


Skills


- Strong business acumen and commercial awareness


- Credibility with business leaders based on an in depth understanding of the business and how better engagement with Talent can deliver improved performance


- An understanding of digital technology’s impact and the opportunities it creates


- Clear, comprehensive understanding of the link between the strategies of the talent team and the business


- Ability to develop Talent plans which are clear and actionable and flowing from business strategy


- Strong client focus with the ability to build good relationships and work virtually/ across borders


- Strong communication skills and ability to work effectively with multiple stakeholders across the organisation at all levels


- Ability to engage and influence others, with good change management skills and a desire to act as a change agent


Experiences


- 8 to 9 years of strong experience of working in HR with deep knowledge of HR trends, leading HR practice and talent management practices


- Communicating with and influencing senior stakeholders


- Experience of managing successful change in complex environments


Job Type - PERMANENT


Job Time - FULL TIME

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Women-friendly workplace:

Maternity and Paternity Benefits

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