Driving vision, innovation, and value initiatives to evolve the end-to-end Talent Supply Chain.
The act of balancing supply with demand and coordinating talent sourcing activities is a crucial component to managing the talent supply chain at Accenture. Operating in the near- and mid-term horizon, Strategic Sourcing is critical in bridging the gap between long-term, high-level plans and specific, individual project staffing needs. Driving alignment to Accenture's talent strategy and continuously optimizing for the best balance of talent and skills to meet demand, we ensure we have the right talent at the right time, place and cost.
In TSC Strategic Sourcing, we determine the vision, innovations, and value initiatives that evolve our skill-driven talent supply chain. In the context of the end-to-end talent supply chain, we operate as the key connectors to bring the talent strategy and growth priorities to life by constantly collaborating across many teams – from Sales & Pricing to Learning, Contracting and Recruiting. And because the supply / demand landscape is ever-changing, balancing and sourcing is a continuous, ongoing and dynamic process.
Our Approach We take a multi-faceted, agile approach to balancing and sourcing talent.
We center on skills – including exact and similar skills – as the key driver of how we optimize our supply / demand balance. With skills as the baseline, we take a total talent approach, meaning we assess talent fulfillment opportunities across many angles – internal and external sources, local and global talent – to ensure we have the right talent when we need it.
We stay proactive, constantly reviewing upcoming client project demand and the skills they need. Beginning as early in the cycle as possible (during origination of sales), we understand the skill needs in order to identify creative and strategic approaches to fulfilling demand and connecting people to work.
Job Qualifications: Foundation knowledge on Supply Demand. Understanding technology and impact areas of process changes. Front ending conversations with multiple stakeholders like CIO, TSC, Talent Architecture, Recruitment etc. Experience leading teams of more than 5 people. Understanding of Career Architecture (Career Levels, Progression, Job), and how it works 'on the ground' Expertise in global business process design, and global technology implementations (WorkDay Adaptive experience is a plus) Demonstrated executive-level communication skills Demonstrated analytical and problem-solving abilities
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