Products NA Health &Life Sciences OU HR Lead Resume Example

Products North America is a growing business segment that generated over $2 billion in net revenue during the 2007 fiscal year and employs approximately 2,800 consulting employees and 1,100 outsourcing employees. PNA OU HR responsibilities included managing all HR activities related to the 3,900 PNA deployed employees such as:

• Business Strategy:
o Implementation of human resource strategies that support the operating group's business strategy and the organization's strategic vision and business priorities.
o Setting the agenda for human resource priorities with operating unit leadership.
o Identify trends and advise leadership in advance on potential problem areas within the operating group.

• Employee Relations
o Satisfactory resolution of critical employee relations issues within the operating unit.
o Proactive measures to prevent future employee relations issues.

• Leadership Coaching
o Counsel leadership on the HR aspects of key business strategies, issues, and decisions.
o Counsel operating unit leadership on ways to identify and meet people performance indicators.
o Coach operating unit leadership to be good stewards of our people by identifying opportunities for them to role model positive behaviors, suggesting actions to take, identifying development opportunities and driving this behavior throughout their organization.
o Partner with operating unit executives to address the impacts of business issues on our people and drive solutions throughout the entity.

• Resource Management
o Counsel leadership on the HR aspects of key business strategies, issues, and decisions.
o Define resource management strategy for operating unit to meet workforce needs in line with business requirements.
o Resource planning for all workforces serving the operating unit.
o Workforce Operations and Management

• Change Programs
o Implement and manage organizational changes, strategic initiatives and global processes within the operating unit.
o Lead strategic human resources initiatives within the operating unit.

• HR Process Execution
o Effective execution of human resources processes across the operating unit.
o Facilitate effective management decisions for compensation and promotions.
o Employee Promotions
o Facilitate periodic assessments of workforce performance.
o Effective on-going performance management programs.
o Effective employee entry and exit programs.

• People Satisfaction and Retention
o Promote an environment that encourages people to develop and grow.
o Promote employee job satisfaction within the operating group and address any broad areas of concern.
o Execute managed attrition programs to retain top performers, maintain an acceptable amount of overall attrition, and counsel out lower performers.

• HR Team Leadership

• Provide management and leadership to the human resources team within the operating unit (team size ~35).
• Set direction and business priorities for operating group Human Resources leadership team and ensure that they are establishing these priorities within their own teams.
• Manage and direct personnel development of operating group Human Resources team.
• Manage the operating group Human Resources budget.

Additionally, as the PNA OU was formed in the beginning of the fiscal year, PNA OU HR was responsible for the integration of all HR activities from the legacy organizations (Health & Life Sciences OU and Consumer & Industrial OU). This included integration of 2 HR teams, all HR processes, systems, tools and reporting as well as coordination with Finance, Operations and Communications.

Immediately following/during the integration efforts, PNA OU HR managed deployment of our people into the new Accenture operating model while continuing integration efforts causing management of an interim operation model and ultimately the long term model.