Human Resources Sr. Associate

PricewaterhouseCoopers is the world's largest professional services organization with over 150,000 people in more than 150 countries. We are committed to attracting and retaining the very best human resource assets possible - one of our 'six forces' shaping the future of business.Travel Required: 0-20%Description:
Working closely with WFP Assurance/SPA teams, the HR Staff role provides HR
support to help the team drive the success of their business through our
people, quality and profitable growth. This role is part of the HR team who
will be charged with being the champion and subject matter expert of the PwC
people strategy, the Unique People Experience, for the Team. The role's core
responsibilities involve executing on the delivery of human resources solutions
by partnering with other HR Resources in the team or office along with
leadership.Competencies for success in this role include strategic deployment, coaching,
performance management, team development and facilitation and career
development, learning/development, and recognition & rewards. The role
provides for opportunities to begin to demonstrate the ability to drive human
resource strategies, programs and processes through a teaming environment.Job Description: ResponsibilitiesStaffing
Manage the staffing process for WFP Assurance and SPA teams/agencies as
identified
Work with WFP HR leaders to implement streamlined processes and procedures
for staffing
Work with CPT team and WFP Partners and staff to implement CPT within the
staffing function
Implement new version of Retain throughout the practice
Work with HR manager in gathering information for projections, utilization
and headcount information
Assist HR manager and Partners in planning meetings with teams to ensure
deployment is a team responsibility and effort, and consistent with individual
career development strategies and talent development needs of the team and
practiceCoaching & Development
Manage coaching and Relationship Partner assignments
Identify potential people issues, work with leadership to resolve, thereby
mitigating potential legal risks
Facilitate development planning of Team members by monitoring for consistency
and sharing best practices
Performance Management
Facilitate effective and timely execution of the Performance, Coaching &
Development Process - creating ownership in creating development plans, formal
coaching sessions, providing quality & timely periodic feedback forms
Participate in Annual Review Committees for applicable meetings
Be the SME of firm standards on promotion and relative performance rating and
work with team to create compliance to those standards
Team Development
Be aware of team dynamics, identify areas where the team could increase its
performance, and provide feedback and team development coaching to team
leadership
Identifies generational/diversity issues and facilitates cross generational
learningsTalent Management
Participate in planning and staffing meetings to ensure deployment is a team
responsibility & effort, and in line with individual career development
strategy and talent development needs of the team and practice;
Recruiting & Onboarding
Partner with Talent Selection and Alumni Relations to build a stronger talent
pool in line with business and diversity needs
Manage and facilitate assimilation of new hires and transfers into team and
be the SME of the firm's Onboarding process
Recognition & Rewards
Facilitate reward processing where applicable such as spot bonuses, base
compensation, incentive compensation
Facilitate promotion processing and compliance
Business Planning & Analytics
Work with Portfolio Manager to ensure delivery of needed people metrics and
reports from key people systems and do additional analysis where needed
Employee Relations Processing
Manage the separations process (facilitate terminations, exit interviews,
etc.)
Manage and process transfers in and out of team
Manage and update data in the people system of record, PeopleSoft, to ensure
accurate reporting of people metricsBeginning to develop the ability to consistently demonstrate the PwC Core
Competencies for a Human Resources professional.
REQUIREMENTS
Education Requirement:
Bachelor's degree required; MB.A. or advanced degree in business with HR emphasis
is preferred.Essential Requirements:
Minimum of 3 - 5 years HR generalist experience, preferably in a professional
services firm or similar entity, which reflects sustained contributions to
organization objectives, and growth with increased responsibilities,
including management and leadership capabilities. Must be able to team, and
effectively communicate, with leadership and all staff levels.
History of demonstrated leadership and executionHuman Resources Specific Competencies:Competency Domain Specific Competencies
Personal Credibility - Frames ideas in useful ways
Has strong relationship skills
Provides candid observations
Is confident in seeking help and counsel from others
Provides alternative insights on issues
Ability to Manage Change - Establishes trust and credibility relating to others
Looks proactively for opportunities to bring about change
Builds supportive relationships
Encourages others to be creative
Coaches staff effectively
Ability to Manage Culture - Understands the value of actively sharing knowledge within
team / office
Encourages Team Members to behave consistently with the desired culture
Delivery of Human Resources Practices - Effective verbal and written communicator
Works with Team to send clear and consistent messages.
Facilitates team processes
Works with team to implement development programs
Facilitates design of internal communication processes.