HR Reinvention Consulting Manager/Sr. Manager, Industrials Industry

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.Role Overview:As an HR Reinvention Manager / Senior Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR reinvention 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 reinvention, strong client relationships, and effective project delivery.Key Responsibilities:Client Leadership & Relationship ManagementBuild strong, trustedlong-termrelationships 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 Reinvention Strategy and Value CaseDevelop and implement HR reinvention 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.DriveHR activity analysis to understandallocations of HR stafftime and effort;compare toindustry benchmarks andleadingpractices.Recommend optionstooptimizeHR resource allocation and align with organizational goals.Work with clients to create HR reinvention value cases and roadmaps that align HR with business strategy and deliver measurable outcomes.HR Operating Model and Service Delivery FrameworkDesign newHR operating modelsandservice delivery frameworksfor clients, infusing leading practicesfrom areas such asemployee experience, digital HR,shared services,andoutsourcing.LeadHRorganization designefforts, articulating interaction models, location strategy,and sizing.Employee Experience & Talent ManagementLead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture.Use HR technology, process improvementmethodologies,and 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 &SelectionLead 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 TechnologiesArticulate how organizationsshould leverage GenAI and other advanced technologies to improvetheHR function. Stayup to dateon emerging digital HR trends and bring innovative solutions to clients.HR Operations, Shared Services & OutsourcingAdvise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation.Help clients evaluate sourcing options, driving costefficiencyandquality.Design and implement HR operating modelsleveragingthesecomponents. Process Optimization & AutomationLead initiatives to streamline HR processes using automation, AI tools, and data analytics.Implement intelligent automation solutions to enhanceprocess efficiency,scalabilityand accuracy.Project Management & DeliveryLead end-to-end delivery of HR reinvention projects, ensuring timely, 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 EngagementGuidechangemanagement 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 & SalesLead business development efforts by identifying and generating new HR reinvention opportunities, building on strong relationships with prospective clients.Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR reinvention 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.PractitionerDevelopment,Thought Leadership, andInnovationDevelop and coach practitioners on the functional craft of HR Reinvention; support learning programs and training efforts to develop our people. Contribute to thought leadership on HR reinvention trends and emerging areas of interest.RepresentAccentureat industry events and conferences to enhance visibility and reputation.Foster a culture of innovation and continuous learning within the HR Reinvention practice.Ability to travel is required.Here's what you need:Minimum of5years’ experience in HR transformation, digital HR, or HR technology consulting, with at least2years in a managerial or leadership role.Minimum of2years leading HR reinvention programs, including operating model, process, technology, or service delivery transformation initiativesMinimum of1year of experience applying AI, GenAI, automation, or analytics tools to improve HR processes, employee experience, workforce planning, or talent outcomes.Minimum of 1 year of Industrial Industry experienceBonus Points if: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.You are staying current with GenerativeAI capabilities and toolsets applicable to Talent functions.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 11/11/2026.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. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at View phone number on click.appcast.io or send us anemailor speak with your recruiter.Equal Employment Opportunity StatementWe 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.For details, view a copy of the Accenture Equal Opportunity and Affirmative Action Policy StatementAccenture is an EEO and Affirmative Action Employer of Females/Minorities/Veterans/Individuals with Disabilities.Accenture is committed to providing veteran employment opportunities to our service men and women.Other Employment StatementsApplicants for employment in the US 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 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. 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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