Talent & Workforce Industry & Process Advisor Manager, Banking

Accenture•Milwaukee, NY

About The Position

Accenture is hiring a Talent & Workforce Industry & Process Advisor Manager to lead significant components of end-to-end talent transformation for clients. The role helps organizations adapt talent strategy, processes, operating models, and workforce deployment to changes driven by business strategy, labor markets, AI, and technology. It focuses on moving organizations from job-based structures toward task-level, skills-based, data-driven approaches that align people and AI where they create the most value. The Manager will translate talent, workforce, and labor-market data into actionable insights; connect talent transformation to broader HR reinvention; and turn strategy into practical transformation roadmaps. The role includes designing future-state talent processes and AI integration, assessing AI maturity and investment value, embedding responsible AI and AI experience principles, and supporting continuous workforce planning and talent mobility. The position also contributes to business development and practice growth, develops reusable methods and playbooks, and coaches junior practitioners. Travel varies by client needs and may be up to 80%.

Requirements

At least 5 years of experience in talent and workforce process excellence, process redesign, or management consulting focused on talent transformation.
At least 1 year of experience designing future-state talent processes with AI, including operating model changes, adoption approaches, and intelligent automation across the talent lifecycle.
At least 1 year of experience integrating AI and automating talent and workforce business process design.
At least 1 year of deep expertise scoping and delivering project work in at least one talent domain, such as Talent Acquisition, Workforce Planning, Skills Architecture, Talent Mobility, Learning & Development, or AI-enabled talent delivery.
Strong program management and written and verbal communication skills, with experience managing senior stakeholders in consulting or complex matrixed environments.
Demonstrated ability to lead client discovery workshops and present recommendations to senior business and CHRO-level leadership.
Understanding of AI strategy, ecosystem choices, and how AI can transform talent and workforce processes; demonstrated use of AI-enabled benchmarking analyses and change-impact assessments.
Ability to lead teams, build effective client relationships, foster collaboration and inclusion, and engage in C-suite talent and workforce conversations.
Travel may be required up to 80%, depending on client needs.
Applicants for U.S. employment must have work authorization that does not now or in the future require visa sponsorship.

Nice To Haves

MBA or master’s degree.
AI and data experience, including solutioning, designing, or delivering AI and data projects in a talent, workforce, or enterprise context.
Experience using AI-assisted tools for workforce benchmarking, talent analytics, or workshop facilitation.
Applied knowledge of AI design principles for specifying agent experiences in talent processes, including autonomy levels, escalation triggers, and human-agent handoff quality.
Proven track record building benchmarking analyses and change-impact assessments in talent acquisition, workforce planning, skills architecture, or talent mobility.
Familiarity with process mining, workforce analytics platforms such as Talent Navigator, or digital twin approaches for talent process validation and workforce scenario modeling.
Experience contributing to business development, proposals, or RFP responses; ability to originate and shape talent and workforce opportunities and lead go-to-market activities.
Experience designing and rolling out talent programs using Workday, SuccessFactors, Oracle, or ServiceNow.
Familiarity with skills-based talent marketplace tools, workforce intelligence platforms, Talent Intelligence, Future Workforce Design and Analytics, AI-enabled skills inference, or workforce capacity modeling.

Responsibilities

Lead future-state talent process specification, AI integration design, operating model changes, and workforce adoption planning for assigned industry or functional areas.
Run client discovery workshops and stakeholder interviews; present and defend recommendations to senior business and CHRO-level leadership; manage day-to-day client relationships and issue resolution.
Drive benchmarking analyses and change-impact assessments grounded in knowledge of talent and workforce functions, including skills architectures, workforce planning models, and talent acquisition cost structures.
Facilitate design thinking sessions and co-creation workshops with cross-functional client teams to reimagine talent processes and workforce experience.
Connect talent operating model design to future-state processes, replacing job-based structures with task-level insights and skills-based workforce deployment that aligns people and AI.
Define and structure data and AI strategy within the Talent & Workforce function, assess AI maturity, diagnose underperforming AI investments, and build business cases, investment profiles, and roadmaps for AI-first talent models.
Embed AI Experience design principles into talent process specifications, including agent autonomy levels, escalation triggers, and human-agent handoff quality across the talent lifecycle.
Infuse Responsible AI into talent transformation vision and roadmaps; identify people, processes, and technologies needed to develop and operationalize AI solutions across talent acquisition, mobility, skills development, and workforce planning.
Enable continuous workforce planning and targeted talent mobility using Accenture-developed solutions and products such as Talent Navigator and workforce data.
Build and maintain documented redesign methods and playbook contributions for assigned talent and workforce process areas.
Contribute to business development by qualifying opportunities and co-authoring proposals; help define and implement talent processes using tools such as Workday, SuccessFactors, Oracle, TechWolf, and Reejig.
Coach junior practitioners on talent process redesign methods, AI design principles, skills-based workforce approaches, and operating model design.
Help define how talent teams work differently because of AI, lead junior practitioners in effective use of AI tools and design principles, and contribute to go-to-market activities.