Talent Strategy Manager - Utilities

Accenture•Houston, TX

1d•Remote

About The Position

We are Talent Reinventors, and we help clients co-create the workforce of the future. Our approach and our people put us at the front of the pack for talent, HR and organizational consulting. We help clients with new skilling, talent strategy, leadership development, employee experience, change management and beyond. As a Manager, you have proven experience to design and lead our best teams to solve complex workforce reinvention challenges—and you drive on-the-ground change, not just analyze it. You leverage AI and analytics to craft talent strategies and new skilling approaches that fit a client’s unique needs.

Requirements

Minimum of 5 years of experience working across integrated Talent functions including Talent Strategy, Strategic Workforce Planning, Skills-Based Talent Practices, Talent Intelligence, Strategic Sourcing, Learning Strategy & Development, Workforce Transformation, and Technology Talent Development.
Minimum of 3 years of consulting experience designing and delivering workforce, talent, organization, or change solutions
Minimum of 1 year of experience helping organizations prepare for AI-enabled workforce transformation
Minimum of 1 year of experience serving utilities clients (electric, gas, or water) or in a utilities finance, controllership, or regulatory function.
Bachelor's degree or equivalent (minimum 12 years' work experience). If Associate’s Degree, must have equivalent minimum 6-year work experience

Nice To Haves

Experience working on programs in the Customer Service / Customer Operations domain and / or Field Operations
Ability to work across the Talent practice and apply skills beyond workforce transformation, including change management, leadership development, and operating model development
Experience leveraging Generative AI and Large Language Models (LLMs) such as ChatGPT, Claude, Gemini, Microsoft Copilot, or similar technologies to support workforce analysis, talent strategy development, workforce planning, skills intelligence, or organizational transformation initiatives.

Responsibilities

Use data and analytics to drive insights to shape experience led end to end Workforce Reinvention programs for Digital, Cloud, Enterprise Wide and Support Functions
Manage project teams to use data collection and assessment tools for identifying AI and automation impact on roles, task-level opportunities for Human+Machine collaboration, and transformation pathways at the organization and individual level and the web of associated changes that power these impacts to create meaningful organizational value
Manage project teams to craft workforce reinvention strategies that highlight future role and work implications for the enterprise, business function and workforce
Collaborate with Ecosystem Alliance Partners using Gen AI, agentic AI, and automation technologies to design solutions that reshape how work gets done across human and machine workers
Work with clients and use data to identify how roles must evolve, what work should shift to machines, and what uniquely human capabilities to build and why for each direction
Design AI-enabled operating models where humans focus on judgment, creativity, and exceptions while machines handle routine processing and pattern recognition
Co-create and support enterprise-wide reinvention conversations that connect workforce transformation to business strategy and value creation
Design and drive change programs that move organizations from analysis to action—helping leaders adopt new ways of working and manage blended human-machine teams
Lead authentically and with a people-first mindset that fosters inclusivity and celebrates diversity.
Mentor team members, providing them with experiences to continually learn and grow
Manage and support business development efforts, including Statements of Work (SOW), proposal development, and client presentations
Contribute to practice development initiatives including culture building, internal community involvement, capability development, recruiting, and whitepapers
Ability to travel up to 80%; travel as needed based on client expectations.