Talent & Workforce Industry & Process Advisor Manager, Banking

We Are:We are a global collective of reinventors applying the New every day to improve the way the world works and lives. New doesn’t mean being ahead of the curve; new is pushing forward the curve, riding the edge where the impossible meets the transformational and making it reality where it matters. Help us show the world what’s possible as you partner with clients to unlock hidden value and deliver innovative solutions. Empowered with innovative tools, continuous learning and a global community of diverse talent and perspectives, we drive success in a new business architecture that disrupts conventional practices. Our expertise spans 40+ industries across 120+ countries and impacts millions of lives every day. We turn ideas into reality.You Are:You are a Talent Transformation leader who helps clients reinvent how they access, deploy, develop, and retain talent in an AI-powered world. You combine deep talent and workforce expertise with business strategy, data, Talent Intelligence, and hands-on AI fluency to redesign work, talent processes, and operating models.You understand that AI changes more than HR technology—it changes work itself. You help clients determine which work should be performed by people, AI agents, or a combination of both; what skills and capabilities the organization will require.You use AI yourself—not simply as a topic you advise clients about. You apply AI, Workforce analytics, and Talent Intelligence throughout the consulting lifecycle to diagnose problems, develop hypotheses, analyze workforce scenarios, design solutions, build business cases, and accelerate delivery.Role OverviewFor C-suite leaders and CHROs, Talent & Workforce defines talent strategies that deliver agility, productivity, and new capability. As AI and new technologies rapidly reshape work, skills, and workforce economics, we help clients move beyond rigid job-based models toward task-level, skills-based, data-driven approaches that align people and AI where they create the most value.As an Industry & Process Advisor Manager in Talent & Workforce, you will lead significant components of end-to-end Talent Transformation—from diagnosing how business strategy, labor-market forces, AI, and technology are changing work, through defining workforce and talent strategy, designing future-state processes and operating models, enabling the required technology and data, and helping organizations adopt and sustain new ways of working.You will translate complex talent, workforce, and labor-market data into actionable insights; connect Talent Transformation to broader HR Reinvention; and lead teams that turn strategy into practical, executable transformation roadmaps.The WorkAs a Manager in Talent & Workforce, you will lead future-state talent process and AI integration design for clients, embedding AI into both client deliverables and your team’s ways of working. Specific responsibilities include:Lead future-state talent process specification, AI integration design, operating model changes, and workforce adoption planning for assigned industry or functional areasRun client discovery workshops and stakeholder interviews; present and defend recommendations to senior business and CHRO-level leadership; manage day-to-day client relationships and issue resolutionDrive benchmarking analyses and change-impact assessments grounded in deep knowledge of how talent and workforce functions operate — including skills architectures, workforce planning models, and talent acquisition cost structuresFacilitate design thinking sessions and co-creation workshops with cross-functional client teams to reimagine talent processes and the workforce experienceConnect talent operating model design to future-state processes — replacing job-based structures with task-level insights and skills-based workforce deployment that aligns people and AI where they create the most valueDefine and structure data and AI strategy within the Talent & Workforce function — assessing AI maturity, diagnosing where AI investments are failing to deliver workforce productivity or ROI, and building the business case, investment profile, and roadmap to convert organizations to an AI-first talent modelEmbed AI Experience (AX) Design principles into talent process specifications — defining how AI agent experiences should be shaped within each process step, including agent autonomy levels, escalation triggers, and the quality of human-agent handoffs across the talent lifecycleInfuse Responsible AI into talent transformation vision and roadmap; identify people, processes, and technologies to develop and operationalize AI solutions across talent acquisition, mobility, skills development, and workforce planningEnable continuous workforce planning and targeted talent mobility using Accenture developed solutions and products such as Talent Navigator and rich workforce data to improve retention, speed-to-productivity, and optimal cost allocation across the enterpriseBuild and maintain documented redesign methods and playbook contributions for assigned talent and workforce functional process areasContribute to business development by qualifying opportunities and co-authoring proposals; help define and implement new talent processes using tools like Workday, SuccessFactors, Oracle, TechWolf and Reejig.Coach junior practitioners on talent process redesign methods, AI design principles, skills-based workforce approaches, and operating model designTravel varies by client needs and could be up to 80%Basic QualificationsMinimum 5 years of experience in talent and workforce process excellence, process redesign, or management consulting with a focus on talent transformationMinimum 1 year of experience designing future-state talent processes with AI — including operating model changes, adoption approaches, and intelligent automation across the talent lifecycleMinimum 1 year of experience integrating AI and automating talent and workforce business process designMinimum 1 year of deep expertise scoping and delivering project work in at least one talent domain (e.g., Talent Acquisition, Workforce Planning, Skills Architecture, Talent Mobility, Learning & Development, or AI-enabled talent delivery)Preferred QualificationsMBA or Master’s degreeAI & Data experience, including solutioning, designing, or delivering AI and data projects in a talent, workforce, or enterprise contextExperience using AI-assisted tools for workforce benchmarking, talent analytics, or workshop facilitationApplied knowledge of AI Design principles — specifying AI agent experiences within talent process designs, including autonomy levels, escalation triggers, and human-agent handoff quality across the talent lifecycleStrong program management and written and verbal communication skills; proven experience managing senior stakeholders in a consulting or complex matrixed environmentDemonstrated ability to lead client discovery workshops and present recommendations to senior business and CHRO-level leadershipProven track record building benchmarking analyses and change-impact assessments within talent acquisition, workforce planning, skills architecture, or talent mobility functionsA talent professional who understands that helping companies build a human + AI workforce — through skills-based models, intelligent automation, and data-driven workforce planning — is the defining competitive advantage of this era. This role requires someone with the skills, the know-how, and the tools to help clients understand where AI is changing their workforce and what to do about itUnderstands AI strategy, ecosystem choices, and how AI can transform talent and workforce business processes; proven track record using AI-enabled industry benchmarking analyses and change-impact assessmentsFamiliarity with process mining, workforce analytics platforms (e.g., Talent Navigator), or digital twin approaches for talent process validation and workforce scenario modelingExperience contributing to business development, proposals, or RFP responses; driven and entrepreneurial with the ability to originate and shape new talent & workforce deals and lead go-to-market activitiesHelps define how talent teams work differently because of AI; leads teams of junior practitioners on effective use of AI tools and AI design principles in talent transformation contextsBe C-suite ready for talent, workforce, and people-related conversations; excellent leadership and people skills with proven ability to build effective teams, foster collaboration and inclusion, and build strong client relationshipsExperience designing and rolling out talent programs using workforce enablement platforms like Workday, SuccessFactors, Oracle, and ServiceNow; familiar with skills-based talent marketplace tools and workforce intelligence platformsYou’re familiar with digital tools like Talent Intelligence, Future Workforce Design and Analytics, AI-enabled skills inference, and workforce capacity modelingHow We Measure ImpactSuccess in this role is measured by the value you create for clients, the quality and innovation of your delivery, the growth and development of your teams, your contribution to business development and practice growth, and your ability to bring Accenture’s AI, data, technology, and ecosystem capabilities together to solve complex Talent & Workforce challenges.Why AccentureThis is a moment when every CHRO is being asked to reinvent the HR function for the age of AI while simultaneously delivering on the talent agenda. Accenture is at the center of that conversation. In Talent & Workforce, you will help clients redesign work, build human + AI workforces, unlock the value of skills and Talent Intelligence, and create talent organizations that are more agile, productive, and ready for what comes next.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 11/04/2026.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 | AccentureRole Location Annual Salary RangeCalifornia $94,400 to $293,800Colorado $94,400 to $253,800Connecticut $94,400 to $253,800District of Columbia $100,500 to $270,300Illinois $87,400 to $253,800Maine $80,400 to $216,200Maryland $94,400 to $253,800Massachusetts $94,400 to $270,300Minnesota $94,400 to $253,800New York $87,400 to $293,800New Jersey $100,500 to $293,800Ohio $87,400 to $235,000Virginia $87,400 to $270,300Washington $100,500 to $270,300Requesting an AccommodationAccenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. 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Further, at Accenture a criminal conviction history is not an absolute bar to employment. The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.California requires additional notifications for applicants and employees. 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