Internal Firm Services - Human Capital - Talent Consultant - Senior Associate

At PwC, our people in talent and development focus on finding, deploying, training and enabling talent through talent identification and enhancing employee skills and knowledge, fostering a culture of continuous learning and professional growth. These individuals collaborate with subject matter specialists and project teams to strategize effective ways to locate, assess, educate and train employees, in line with market developments and firm strategy. As a talent generalist at PwC, you will focus on providing comprehensive talent support for leaders and guidance for employees, aligning talent strategies with business objectives. Your work will play a crucial role in improving employee retention, development and performance.

Focused on relationships, you are building meaningful client connections, and learning how to manage and inspire others. Navigating increasingly complex situations, you are growing your personal brand, deepening technical expertise and awareness of your strengths. You are expected to anticipate the needs of your teams and clients, and to deliver quality. Embracing increased ambiguity, you are comfortable when the path forward isn’t clear, you ask questions, and you use these moments as opportunities to grow.

Skills

Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to:

• Respond effectively to the diverse perspectives, needs, and feelings of others.
• Use a broad range of tools, methodologies and techniques to generate new ideas and solve problems.
• Use critical thinking to break down complex concepts.
• Understand the broader objectives of your project or role and how your work fits into the overall strategy.
• Develop a deeper understanding of the business context and how it is changing.
• Use reflection to develop self awareness, enhance strengths and address development areas.
• Interpret data to inform insights and recommendations.
• Uphold and reinforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance), the Firm's code of conduct, and independence requirements.
  
  

Title

Talent Consultant

Work Level (Job Profile)

Senior Associate

Scope of Responsibility

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

Briefly describe essential responsibilities of the job in order of average time spent. Describe activities in terms of the expected end result and the level of functional expertise or specialized knowledge applied. List the key performance criteria that willb e used to evaluate performance.

Responsibilities

Metrics

Coaching & Talent Development

Broad-based work experience

GPS questions

Retention 87% or better

Diversity

GPS questions

Diversity initiatives

Workforce Planning & People Operations

(Collaboration with Finance & Deployment)

Utilization

Workload balance

SECTION III: Requirements

List required education, prior experience, technical knowledge and skills, and certifications. Also indicate if there are specific competencies that are critical to success in this job.

Other Details: 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.