Job Description

Line of Service Internal Firm Services

Industry/Sector Not Applicable

Specialism IFS - Human Capital (HC)

Management Level Manager

& Summary A career in our Internal Firm Services Acceleration Centre is the natural extension of PwC\xe2\x80\x99s leading class global delivery capabilities. We provide premium, cost effective, high quality services that support process quality and delivery capability in support for client engagements.

To really stand out and make us \xef\xac\x81t for the future in a constantly changing world, each and every one of us at PwC needs to be an authentic and inclusive leader, at all grades/levels and in all lines of service. 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\xe2\x80\x99ll 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:

- Pursue opportunities to develop existing and new skills outside of your comfort zone.
- Act to resolve issues which prevent effective team working, even during times of change and uncertainty.
- Coach others and encourage them to take ownership of their 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\xe2\x80\x99s/client\xe2\x80\x99s expectations.
- Develop a perspective on key global trends, including globalisation, and how they impact the firm and our clients.
- Manage a variety of viewpoints to build consensus and create positive outcomes for all parties
- Focus on building trusted relationships.
- Uphold the firm\xe2\x80\x99s code of ethics and business conduct.

(Talent Consultant)

PwC Job Information

Informal Job Title: Talent Consultant

Work Level (Job Profile): Manager

Scope 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 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 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 Provides assistance with onboarding program delivery and organization; leverages tools from Onboarding CoE, supports assimilation of new hires and interns to the team/practice, including Coach and RP alignment, reviewing initial client assignments and chargeability and diversity initiatives

\xe2\x97\x8f Performs other responsibilities related to the management of our people including, but not limited to, off-boarding activities, consulting with senior HR professionals/legal, departures, and collaborating with Ethics & Compliance on employee relations matters/ departures and investigations, as directed by supervisor

\xe2\x97\x8f Supports the onboarding and facilitates the off-boarding of third-party labor resources, as requested, maintaining relationship with goal of retention, where appropriate

\xe2\x97\x8f Team with Deployment function, including liaising with Global Mobility teams on short and long term talent deployment, package review and transition, and repatriation

SECTION II: Job Objectives & Key Metrics

SECTION III: Requirements

Strategic Workforce Planning and People Operations (in collaboration with Finance and the business)

\xe2\x97\x8f Supports workforce planning/budget including campus, experienced, contingent, and Global Mobility workforces; supports BU and LoS leaders in executing the plan (e.g., guiding Workday manager in making appropriate decisions)

\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 Advises BU and LoS leaders in developing and executing plans (e.g., broad-based work experience, workforce planning) to address both short- and long-term needs/skill gaps

\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 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 willbe 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, talent & performance management, employee relations, diversity initiatives and HR policy interpretation. Proven ability to team, collaborate, and build and maintain relationships.

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 Skills

Optional Skills

Desired Languages (If blank, desired languages not specified)

Travel Requirements Not Specified

Available for Work Visa Sponsorship? No

Government Clearance Required? No

Job Posting End Date

PwC