A career in our 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 help our 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.
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 Requirements and Preferences:
Minimum Degree Required:
High School Diploma
Minimum Years of Experience:
PHR or SPHR
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:
Making decisions independently and solving problems;
Serving as a trusted advisor to partners/leaders with a focus on accelerating the development of our people;
Understanding and implementing Diversity strategy through all staffing and deployment decisions;
Understanding in the areas of coaching & development, talent management, performance management, employee relations and HR policy interpretation;
Understanding of the practice to positively influence deployment decisions with the goal of balancing workload, optimizing utilization, promoting flexibility, diversity initiatives, and providing experiences and developmental opportunities while balancing firm and client needs;
Driving engagement with our people and management of the practice utilizing Workday, MyMetrics, Digital Labs, etc;
Managing engagement staffing and drive cross-line of service resource sharing;
Making staffing decisions while considering individual development needs, and career interests;
Managing budget, workforce planning, utilization, and forecasting;
Leading partners/leaders in identifying and managing high-potential talent and succession planning, retention efforts, and diversity initiatives;
Developing and maintaining effective relationships with identified staff with the goal of understanding and facilitating career objectives and employee engagement/satisfaction such as career interests, mobility, distinctive experiences and diversity initiatives;
Facilitating mid-year check-in to identify performance trends, promotion candidates, high-potentials and diversity initiatives;
Working with partners/managers/coaches on coaching skills to increase effectiveness in leading their teams to enhance our inclusive culture;
Supporting partners/leaders as they prepare for Career Roundtable (CRT) meetings such as identifying performance concerns, finalizing compensation, diversity initiatives and Career Outlook preparation;
Assimilating of new hires and interns to the team/practice, including Coach and Relationship Leader alignment, reviewing initial client assignments and chargeability and diversity initiatives;
Performing offboarding activities, consulting with senior HR professionals/Office of General Counsel, departures, and collaborating with E&C on employee relations matters/ departures and investigations;
Supporting the onboarding and off-boarding of third-party labor resources;
Liaising with Global Mobility teams on short and long term talent deployment, package review and transition, and repatriation;
Identifying and preparing partner candidates for admission, including business case, metric validation, identification of support, and interview preparation;
Participating in Managing Director process, including identification of internal candidates, business case 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 those hires;
Collaborating with partners on Entry Level new hires and Intern allocations to teams;
Collaborating with L&D to identify staff for instructor roles;
Leveraging knowledge of immigration and global deployment protocols;
Working with Talent/Deployment Senior Associates to deliver service to teams;
Establishing and leveraging relationships with Talent Consultants to positively impact our people experience;
Promoting understanding of firm economics and achieve retention, utilization, workload balance, diversity initiatives, and broad-base experience targets;
Considering individual development needs, career interests, and broad-based experiences when making staffing decisions;
Leveraging TalentLink as the single source of deployment and forecasting information; and,
Maintaining knowledge of current and emerging human capital technology trends and experience innovating with new human capital technology tools.