Senior Manager, Human Capital & Talent Strategy

This is a senior client-facing role, sitting at the heart of our People & Organisation practice. You will be deployed directly with clients — working alongside their executive teams to solve their most complex human capital challenges, redesign how their organisations are structured and run, and build the talent capabilities that will sustain long-term performance.

You will represent our practice externally, shaping client relationships, leading engagements, and translating deep expertise into outcomes that matter. This role demands equal strength in strategic thinking and stakeholder management — someone who can command a room with a CHRO as confidently as they can structure an operating model or facilitate a leadership engagement. You will bring a strategic mindset to the practice and clients as well as be comfortable in the adoption of technology and AI. You are comfortable building relationships with clients to solve their human capital challenges.

• Shape a clients HR transformation journey by defining their future HR operating model, service delivery approach, organisation structure and capabilities required to support the business strategy.
• Understand the end-to-end HR capability landscape by bringing strong knowledge across areas such as talent, workforce planning, learning, performance, rewards, employee experience, HR operations and people analytics.
• Connect HR operating model to technology by understanding how platforms such as Workday and SAP SuccessFactors and emerging AI solutions to enable HR processes, employee experience, automation and data-driven decision-making.

• Co-design enterprise talent strategies with clients — covering workforce planning, talent segmentation, critical role identification, and capability frameworks.
•  Lead talent review and calibration processes, supporting clients to make better, more consistent decisions about their people.
•  Advise on succession planning, leadership pipeline health, and strategic workforce planning tied to business transformation agendas.

• Lead complex change programmes by shaping and driving the change strategy for large transformations, covering stakeholder alignment, change impact, adoption, communications and business readiness.
• Design learning and capability solutions,  translating new processes, technologies and ways of working into practical learning journeys, role-based training, leadership development and on-the-job enablement.
• Advise senior clients on adoption and behaviour change, working with executives and programme leaders to identify resistance, shift mindsets, strengthen sponsorship and embed new behaviours into the organisation.
• Support business development and client relationships, identifying opportunities, shape proposals, contribute to pitches and position change and learning as a critical part of transformation outcomes.

Visit us at www.accenture.com 

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, sexual orientation, gender identity or expression, marital status, citizenship status or any other basis as protected by applicable law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.