PeopleSoft Functional Consultant

PeopleSoft Functional Consultant Project is a PeopleSoft HCM 9.2 upgrade and enhancements effort for a U.S. federal utility and spans Study, Design, Build / Test, and Deployment. The resource will lead functional activities for the PeopleSoft HCM 9.2 upgrade project, responsible for requirements gathering, functional design documentation, process mapping, and testing support. Responsibilities Lead requirements sessions and create functional design documents for PeopleSoft HCM modules. Develop as-is/to-be process maps and conduct fit-gap analysis between current functionality and 9.2 capabilities. Create test plans and coordinate testing activities with client stakeholders. Qualifications 6-7 years of PeopleSoft HCM experience (9.x version strongly preferred). 6+ years supporting SDLC functional activities (requirements, design, testing). Strong understanding of PeopleSoft HCM modules (Core HR, Benefits, Payroll, Time & Labor). Experience with PeopleSoft upgrade projects, preferably to version 9.2. Bachelor's degree in a relevant field required. Master's preferred. Federal client experience preferred; PeopleSoft certification(s) beneficial but not required. Eligibility Requirements U.S. person. Compensation As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia, Washington, and the District of Columbia, and the city of Cleveland. The base pay range for this position in these locations is $93,400—$176,200 USD. Equal Employment Opportunity & Accommodation We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. Accenture Federal Services is an Equal Employment Opportunity employer. Additionally, as an affirmative action employer for veterans and individuals with disabilities, Accenture Federal Services is committed to providing veteran employment opportunities to our service men and women. Accenture Federal Services 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 Federal Services and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired. If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter. Applicants for employment in the U.S. must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States. Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. 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. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information. #J-18808-Ljbffr