Job Description -
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
Didn’t find the job appropriate? Report this Job