HR Reinvention Principal Director - Consumer Goods, Retail and Travel

We are:

Accenture’s Talent Reinvention Partner and we’re helping clients reinvent how people and organizations work—delivering leadership, talent, operating models, workforce intelligence, and change solutions to accelerate the workforce agenda in the age of AI.

We work with C-suite executives, leaders and boards of the world’s leading organizations, helping them reinvent every part of their enterprise to drive greater growth, enhance competitiveness, implement operational improvements, reduce cost, deliver sustainable 360° stakeholder value, and set a new performance frontier for themselves and the industry in which they operate. Our deep industry and functionalexpertiseissupported by proprietary assets and solutions that help organizations transform faster and become more resilient. Underpinned by technology, data, analytics, AI, change management, talent, learning and sustainability capabilities, our services help architect and accelerate all aspects of an organization’s reinvention.

As a HR Reinvention Principal Director, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping,sellingand executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction.This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery.

You are:

A Consulting Thought Leader & Expert with deep experience in HR Reinvention within the Consumer Goods, Retail & Travel industry. You have deep, differentiated skills andexpertisethat are in high demand and relevant in the market. You have energy and drive in abundance, along with personal resilience, a passion for serving clients, and a love of continual learning. As a senior leader,you’rea natural atappreciating diverse perspectivesand bringing out the best in teams, while alsoestablishingcredibility & confidence with C-Suite client leaders. As a Principal Director, youdemonstrate“the four Cs” to the fullest:

• Credentials – you have a proventrack recordof consistently delivering high value work.

• Capability – you can show meaningful contribution to assets and practice areas.

• Connections – you have evidence of C-Suite relevance anddemonstratedability to build senior client relationships.

• Content – you havedemonstratedability to contribute, build, and lead thought capital.

Key Responsibilities:

Client Leadership & Relationship Management

• Build strong, trusted long-term relationships with senior client stakeholders.

• Advise clients on HR operating models, technology, and transformation strategies aligned with business goals.

• Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy.

• Help clients optimize HR functions for efficiency, scalability, and strategic alignment.

HR Transformation Strategy and Value Case

• Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation.

• Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning.

• Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices.Recommend options tooptimizeHR resource allocation and align with organizational goals.

• Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes.

HR Operating Model and Service Delivery Framework

• Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing.

• Lead HR organization design efforts, articulating interaction models, location strategy, and sizing.

Employee Experience & Talent Management

• Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture.

• Use HR technology, process improvementmethodologiesand data analytics to improve talent acquisition, performance management, and employee well-being.

• Design talent management frameworks that integrate automation and AI tooptimizeworkforce planning.

HR Technology Evaluation &Selection

• Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals.

• Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities.

Generative AI & Emerging Technologies

• Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function.

• Stayup-to-dateon emerging digital HR trends and bring innovative solutions to clients.

HR Operations, Shared Services & Outsourcing

• Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation.

• Help clients evaluate sourcing options, driving costefficiencyand quality.

• Design and implement HR operating modelsleveragingthese components.

Process Optimization & Automation

• Lead initiatives to streamline HR processes using automation, AI tools, and data analytics.

• Implement intelligent automation solutions to enhance process efficiency,scalabilityand accuracy.

Project Management & Delivery

• Lead end-to-end delivery of HR transformation projects, ensuringtimely, on-budget, and high-quality outcomes.

• Manage cross-functional teams to execute solutions across HR domains.

• Integratenew technologieslike cloud-based HR systems and AI platforms into existing HR ecosystems.

Change Management & Stakeholder Engagement

• Guidechangemanagement efforts to ensure smooth transitions to new HR processes and technologies.

• Facilitate stakeholder engagement, ensuring alignment with key businessleadersand fostering buy-in and commitment at all levels of the organization.

• Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term.

Business Development & Sales

• Lead business development efforts byidentifyingand generating new HR transformation opportunities,building onstrong relationships with prospective clients.

• Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations.

• Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities.

Practitioner Development, Thought Leadership, and Innovation

• Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people.

• Contribute to thought leadership on HR transformation trends and emerging areas of interest.

• Represent Accenture at industry events and conferences to enhance visibility and reputation.

• Foster a culture of innovation and continuous learning within the HR Transformation practice.

Travel

• As needed, up to 80%

Basic Qualifications

• Minimum of 12years' experiencein HR transformation/reinvention, digital HR, or HR technology consulting with at least 5 years in a senior managerial or leadership role.

• Minimum of 7years' experienceleading large-scale HR transformation/reinvention projects.

• Minimum of 7years' experiencein designing and implementing HR operating models, shared services, and outsourcing strategies.

• Minimum of 3years' experience in the Consumer Goods & Services, Retail and/or Travel Industry.

Bonus Skills

HR Technology Expertise:

• In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations andthe employeeexperience.

• Expertisein evaluating HRIS, talent management systems, and AI-driven solutions.

• Experience managing vendor relationships and technology selection processes.

HR Operating Model Design:

• Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization.

• Ability to design andoptimizeHR operating models that integrate digital tools to drive efficiency and business outcomes.

Employee Experience Focus:

• Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions.

• Ability to design employee-centric HR solutions that align with company culture and businessobjectives.

Project Management & Delivery:

• Expertisein managing complex projects from strategy to execution, on time, within budget, and with quality.

• Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project).

Business Development & Sales:

• Skilled in leading business development leadership and building strong client relationships.

• Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements.

Thought Leadership & Innovation:

• Contributions to industry thought leadership through writing, speaking engagements, and research.

• Active participation in industry events to stay current on HR transformation trends.

Client Relationship & Stakeholder Management:

• Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders.

• Ability to influence senior leadership on HR strategy and technology decisions.

Consulting & Strategic Thinking:

• Ability to think strategically and develop innovative HR solutions thatleveragedigital technologies.

• Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies.

• Strong business acumen and ability to align HR transformation with organizational goals.

Advanced Data Analytics & HR Metrics:

• Experience with workforce analytics andcreatingHR dashboards using tools like Power BI or Tableau.

Global & Multinational Experience:

• Experience with global clients and knowledge of international HR practices and compliance.

Agile & Scrum Certification:

• Certification in Agile or Scrum methodologies.

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.
We anticipate this job posting will be posted until 11/05/2026.

Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits | Accenture

Role Location Annual Salary Range

California $163,000 to $434,000

Colorado $163,000 to $375,000

Connecticut $163,000 to $375,000

District of Columbia $173,500 to $399,300

Illinois $150,900 to $375,000

Maine $138,800 to $319,400

Maryland $163,000 to $375,000

Massachusetts $163,000 to $399,300

Minnesota $163,000 to $375,000

New York $150,900 to $434,000

New Jersey $173,500 to $434,000

Ohio $150,900 to $347,200

Virginia $150,900 to $399,300

Washington $173,500 to $399,300

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