PricewaterhouseCoopers

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Manager

Job Description & Summary

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 a purpose-led and values-driven leader at every level. 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:

• Develop new skills outside of comfort zone.
• Act to resolve issues which prevent the team working effectively.
• Coach others, recognise their strengths, and encourage them to take ownership of their personal 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.
• Use data and insights to inform conclusions and support decision-making.
• Develop a point of view on key global trends, and how they impact clients.
• Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
• Simplify complex messages, highlighting and summarising key points.
• Uphold the firm's code of ethics and business conduct.

Job Specification

Company- PricewaterhouseCoopers Acceleration Centre, Kolkata

Title- Talent Consultant- Assurance

Role /Level- Manager

About the Job

Introduction to PwC Service Delivery Center

• PricewaterhouseCoopers Service Delivery Centre (Kolkata) Private Limited is a joint venture in India among members of the PricewaterhouseCoopers Network that will leverage the scale and capabilities of its network. It is a member firm of PricewaterhouseCoopers International Limited and has its registered office in Kolkata, India
• The Delivery Center will provide a professional an opportunity to work in a dynamic environment where you will have the ability to develop process and quality-based skills

Requirements: These should include essential & desirable requirements such as:

Preferred Knowledge/Skills:

Coaching & Talent Development 

• Serves as a trusted advisor to BU and LoS leaders focused on accelerating the development of our people 
• Collaborates with BU and LoS leaders to identify issues and to develop and execute action plans across all areas of our people strategy including diversity, development, performance management, rewards and recognition 
• Proactively leads BU and LoS leaders in identification and management of high-potential talent and succession planning, retention efforts, connectivity and diversity initiatives 
• Uses coaching skills to increase effectiveness of partners/managers/coaches in leading their teams (e.g., advancing Real Time Development through education/training, consulting on performance or other employee relations issues, building familiarity/comfort/trust to enhance our inclusive culture) 
• Develops and maintains effective relationships with identified staff with goal of understanding and facilitating career objectives and employee engagement/satisfaction (e.g., career interests, mobility, distinctive experiences and diversity initiatives) 
• Proactively involved with diversity initiatives; collaborates with BU and LoS leaders as needed 
• Facilitates mid-year check-in to identify performance trends, promotion candidates, high-potentials and diversity initiatives 
• Serves as a resource to support BU and LoS leaders as they prepare for annual Career Roundtable meetings (e.g., identifying performance concerns, finalizing compensation, diversity initiatives and Career Outlook preparation) 
• Provides assistance with onboarding program delivery and organization; leverages tools from Onboarding CoE, supports assimilation of new hires and interns to the team/practice, including Coach and RP alignment, reviewing initial client assignments and chargeability and diversity initiatives 
• Performs other responsibilities related to the management of our people including, but not limited to, off-boarding activities, consulting with senior HR professionals/legal, departures, and collaborating with Ethics & Compliance on employee relations matters/ departures and investigations, as directed by supervisor 
• Supports the onboarding and facilitates the off boarding of third-party labor resources, as requested, maintaining relationship with goal of retention, where appropriate 
• Team with Deployment function, including liaising with Global Mobility teams on short- and long-term talent deployment, package review and transition, and repatriation 

Strategic Workforce Planning and People Operations (in collaboration with Finance and the business) 

• Supports workforce planning/budget including campus, experienced, contingent, and Global Mobility workforces; supports BU and LoS leaders in executing the plan (e.g., guiding Workday manager in making appropriate decisions) 
• Supports analysis of skills needed on the team and plan to acquire those skills/manage capacity, including opportunities to leverage alternative talent pools such as third-party labor 
• Advises BU and LoS leaders in developing and executing plans (e.g., broad-based work experience, workforce planning) to address both short- and long-term needs/skill gaps 
• Leverages understanding of the practice to positively influence deployment decisions with goal of balancing workload, optimizing utilization, promoting flexibility, diversity initiatives, and providing broad-based experiences and developmental opportunities while balancing firm and client needs 

SECTION II: Job Objectives & Key Metrics 

SECTION III: Requirements ION III: Requirements

• Level of experience
• Education/qualifications- Minimum Degree Required: MBA/Graduate
• Industry experience- Minimum Years of Experience: 9 years of relevant experience 
• Technical capability
• Key personal attribute
• Preferred Qualifications: Preferred Fields of Study:

Demonstrated knowledge of coaching & development, talent & performance management, employee relations, diversity initiatives and HR policy interpretation. Proven ability to team, collaborate, and build and maintain relationships 

• Certification(s) Preferred: NA

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Not Specified

Available for Work Visa Sponsorship?

No

Government Clearance Required?

No

Job Posting End Date

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