HRMS DCM Director - Operate

At PwC, our people in people operations primarily focus on managing the people lifecycle and the day-to-day operational tasks related to managing employees. This includes activities such as employee onboarding, offboarding, payroll and benefits administration, absence management, employee record-keeping, compliance with labour laws and regulations, and managing employee inquiries and issues. These individuals enable HR processes and systems to run smoothly in order to efficiently support our workforce. Those in human resource operations at PwC will focus on all areas of Human Resources and the business in executing Human Resources related transactions and administrative activities. You will be a primary HR point of contact in the resolution, escalation or routing of inquiries as needed in line with HR protocols and guidelines, as well as be part of a team of problem solvers that help solve complex business issues from strategy to execution.

Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwCs reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength.

Skills

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

• Lead in line with our values and brand.
• Develop new ideas, solutions, and structures; drive thought leadership.
• Solve problems by exploring multiple angles and using creativity, encouraging others to do the same.
• Balance long-term, short-term, detail-oriented, and big picture thinking.
• Make strategic choices and drive change by addressing system-level enablers.
• Promote technological advances, creating an environment where people and technology thrive together.
• Identify gaps in the market and convert opportunities to success for the Firm.
• Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firms code of conduct, and independence requirements.
  
  

• Demonstrates experience in Managed Services in any one of the following: Human Resources, Total Rewards, Learning and Development, Payroll, Change Management, Human Resources Technology; Delivers value to clients in challenging business environments.
• Applies problem-solving and business analysis, including exhibiting flexibility to navigate through unanticipated situations.
• Manages multiple priorities simultaneously utilizing project management, critical thinking, problem-solving skills and Thought leadership.
• Minimum Degree Required: Bachelor’s
• Degree Preferred: PG/ Diploma in Human Resource Management
• Minimum Years of Experience: 15 year(s)
  
  

• Demonstrates knowledge and proven record of success in human resources policies and practices, preferable within a professional services environment, including, but not limited to the following areas related to internal operations of a global network of professional services firms: Talent management, Performance management, Human Capital policy interpretation, Human Resources technology implementation.
• Identifying and addressing client needs, demonstrating extensive knowledge and a proven record of success in human resources policies and practices within a professional services environment. This includes talent management, performance management, human capital policy interpretation, and human resources technology implementation.
• Demonstrates deep knowledge of Managed Services, optimizing resource sharing and enabling the firm to deliver services to clients through line of service and crossline of service staffing. They effectively manage human capital metrics and employee relations.
• Drives human capital strategies, setting goals and critical achievement targets. They oversee budget management, workforce planning, utilization, forecasting, succession plan development, and alternative talent pools, including global workforces and third-party labor.
• Develops and sustains meaningful client relationships, understanding client business and technology to identify, pursue, and secure additional consulting opportunities.
• Fosters a positive work environment, collaborating with team members to meet client expectations and encourage improvement. They offer meaningful feedback in a timely manner and keep leadership informed of progress.
• Acquires knowledge of current business issues to deliver results and develop process improvement strategies. Understand business problems in the form of functional and technical requirements and apply innovative thought leadership to create solutions.
• Serves as a trusted advisor to partners and leaders, offering support with issues and concerns. They develop and execute action plans across all areas of people strategy, including performance management, rewards and recognition, succession planning, retention efforts, and workforce planning to address short- and long-term needs and skill gaps.
• Understands key technologies that support human capital initiatives and expresses a desire to upskill on new tools and identify process improvements.
• Collaborates with various teams to mitigate risk and support staff members, capturing business processes and identifying opportunities to increase efficiencies.
• Understands key technologies that support human capital initiatives, and expresses a desire to upskill on new tools and identify process improvements;
• Collaborates with various teams to mitigate risk, address, and support staff members;
• Understands and captures business processes and identifies opportunities to increase efficiencies;
• Works and collaborates with multicultural teams in multiple locations.