PwC IFS National Operations - Talent Consultant in New York, New York
A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping the local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.
Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You’ll handle issues on operation management, strategic partnership, employee relations and emergency responding.
To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be an authentic and inclusive leader, at all grades/levels and in all lines of service. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.
As a Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:
Pursue opportunities to develop existing and new skills outside of comfort zone.
Act to resolve issues which prevent effective team working, even during times of change and uncertainty.
Coach others and encourage them to take ownership of their development.
Analyse complex ideas or proposals and build a range of meaningful recommendations.
Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
Address sub-standard work or work that does not meet firm's/client's expectations.
Develop a perspective on key global trends, including globalisation, and how they impact the firm and our clients.
Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
Focus on building trusted relationships.
Uphold the firm's code of ethics and business conduct.
Job Requirements and Preferences :
Basic Qualifications :
Minimum Degree Required :
High School Diploma
Minimum Years of Experience :
Preferred Qualifications :
Degree Preferred :
Certification(s) Preferred :
PHR or SPHR
Preferred Knowledge/Skills :
Demonstrates extensive knowledge and/or a proven record of success in human resources policies and practices, preferably within a professional services environment, including, but not limited to, the following areas:
Serving as a trusted advisor to partners/leaders with a focus on accelerating the development of our people;
Collaborating with partners/leaders to identify issues and develop and execute action plans across all areas of our people strategy including diversity, development, performance management, and rewards and recognition;
Executing of the People Strategy implementation and HR support, including coaching and development, talent management, performance management and facilitation;
Leading partners/leaders in identification and management of high-potential talent and succession planning, retention efforts, and diversity initiatives;
Developing and maintaining effective relationships with identified staff with goal of understanding and facilitating career objectives and employee engagement/satisfaction such as career interests, mobility, distinctive experiences and diversity initiatives;
Focusing on diversity initiatives by collaborating with partners/leaders and Deployment Consultants, and consulting with Office of Diversity as needed;
Facilitating mid-year check-in to identify performance trends, promotion candidates, high-potentials and diversity initiatives;
Supporting partners/leaders as they prepare for annual Career Roundtable (CRT’s) meetings by identifying performance concerns, finalizing compensation, diversity initiatives and Career Outlook preparation;
Supporting assimilation of new hires and interns to the team/practice, including Coach and RP alignment, reviewing initial client assignments and chargeability and diversity initiatives;
Offboarding activities such as consulting with senior HR professionals/Office of General Counsel (OGC), departures, and collaborating with Ethics & Compliance on employee relations matters, departures and investigations, as directed by supervisor;
Supporting the onboarding and facilitating the off-boarding of third-party labor resources, as requested, maintaining relationship with goal of retention, where appropriate;
Supporting partner sponsors/leaders with identifying and preparing partner candidates for admission, including business case articulation, metric validation, identification of sounding support, and interview preparation;
Participating in Managing Director (MD) process, including identification of internal promotion candidates, business case articulation and metric validation;
Supporting partners/leaders in the external hiring of MD candidates including the preparation of the business case for hire, interview selection/coordination and onboarding of MD hires;
Applying coaching skills to increase effectiveness of partners, managers and career coaches in leading their teams;
Implementing the firm’s talent strategy and leverages tools and industry leading practices developed by the Centers of Excellence ( CoE’s) such as Leadership Development Experience and Rewards;
Establishing and leveraging relationships with Deployment Consultants to positively impact our people experience, to maximize retention, staff coaching and development and effectiveness of diversity initiatives;
Teaming with Deployment Consultant, including liaising with Global Mobility teams on short and long term talent deployment, package review and transition, and repatriation;
Supervising teams to create an atmosphere of trust and seeking diverse views to encourage improvement and innovation;
Answering questions and providing direction to less-experienced staff;
Coaching staff including providing timely meaningful written and verbal feedback as well as communicating value propositions;
Building, maintaining, and utilizing networks of relationships and community involvement;
Managing resource requirements, project workflow, budgets, billing, and collection;
Preparing or coordinating complex written and verbal materials; and,
Maintaining knowledge of current and emerging human capital technology trends and experience innovating with new HC technology tools.
All qualified applicants will receive consideration for employment at PwC without regard to race; creed; color; religion; national origin; sex; age; disability; sexual orientation; gender identity or expression; genetic predisposition or carrier status; veteran, marital, or citizenship status; or any other status protected by law. PwC is proud to be an affirmative action and equal opportunity employer.
All qualified applicants will receive consideration for employment at PwC without regard to race; creed; color; religion; national origin; sex; age; disability; sexual orientation; gender identity or expression; genetic predisposition or carrier status; veteran, marital, or citizenship status; or any other status protected by law.