Job Description

Line of Service Internal Firm ServicesIndustry/Sector Not ApplicableSpecialism IFS - Human Capital (HC)Management Level Manager & Summary A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You\xe2\x80\x99ll focus on helping the local offices in driving the Firm\xe2\x80\x99s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You\xe2\x80\x99ll handle issues on operation management, strategic partnership, employee relations and emergency responding.To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.As a Manager, you\'ll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Develop new skills outside of comfort zone.
• Act to resolve issues which prevent the team working effectively.
• Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
• Analyse complex ideas or proposals and build a range of meaningful recommendations.
• Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
• Address sub-standard work or work that does not meet firm\'s/client\'s expectations.
• Use data and insights to inform conclusions and support decision-making.
• Develop a point of view on key global trends, and how they impact clients.
• Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
• Simplify complex messages, highlighting and summarising key points.
• Uphold the firm\'s code of ethics and business conduct.

(Talent Consultant):Informal Job Title: Talent ConsultantWork Level (Job Profile): ManagerScope of Responsibility:
Coaching & Talent Development
\xe2\x97\x8f Serves as a trusted advisor to BU and LoS leaders focused on accelerating the development of our people
\xe2\x97\x8f 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
\xe2\x97\x8f In collaboration with business and project team, ensures a clearly defined career path is available across job levels in the business
\xe2\x97\x8f 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
\xe2\x97\x8f Ensures 100% adoption of capability building framework in the business you support and devise mechanism for periodic governance
\xe2\x97\x8f Proactively leads BU and LoS leaders in identification and management of high-potential talent and succession planning, retention efforts, connectivity and diversity initiatives
\xe2\x97\x8f 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)
\xe2\x97\x8f 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)
\xe2\x97\x8f Drives overall retention strategy in your business ; focused approach on 100% adoption of predictive model
\xe2\x97\x8f Ensure Early attrition is less than last year and drive new employee/promote engagement agenda
\xe2\x97\x8f Coaches & develops other TC Team members
\xe2\x97\x8f Drives Tax People\'s 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
\xe2\x97\x8f Proactively involved with diversity initiatives; collaborates with BU and LoS leaders as needed
\xe2\x97\x8f Facilitates mid-year check-in to identify performance trends, promotion candidates, high-potentials and diversity initiatives
\xe2\x97\x8f 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)
\xe2\x97\x8f Drive process excellence/ innovation and ensure 100% compliance on all TC processes ; help the leaders with data and analytics for data driven people decisionsPeople Operations (in collaboration with business)
\xe2\x97\x8f Ensures Organization structure management and monthly workday reconciliation
\xe2\x97\x8f 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
\xe2\x97\x8f Ensures Headcount and Attrition analysis/ reporting
\xe2\x97\x8f Advises BU and LoS leaders in developing and executing proactive retention plans
\xe2\x97\x8f Supports Tax People\'s Committee in execution of People strategy and initiatives
\xe2\x97\x8f 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 needsRequirements:Demonstrated knowledge of coaching & development, problem solving approach, effective change management, talent & performance management, employee relations, diversity initiatives and HR policy interpretation.Education (if blank, degree and/or field of study not specified) Degrees/Field of Study required:Degrees/Field of Study preferred:Certifications (if blank, certifications not specified)Required SkillsOptional SkillsDesired Languages (If blank, desired languages not specified)Travel RequirementsAvailable for Work Visa Sponsorship?Government Clearance Required?Job Posting End Date

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