SVP, People Operations

Job Description

NeuraFlash, a part of Accenture, is a leading innovative partner of Salesforce and Amazon, seeking a SVP, People Operations. This role is being introduced during a period of continued growth as we integrate with Accenture. The SVP, People Operations will play a critical role in aligning people practices, systems, and culture across teams, while ensuring continuity, engagement, and long-term organizational effectiveness.

As a core member of the senior leadership team, you will oversee all aspects of human capital management. The ideal candidate is a strategic thinker with a deep understanding of People Operations best practices, including Human Resources, Talent Acquisition, and Learning & Development, a proven track record of leading transformational initiatives, and a passion for cultivating a people-first organization.

Key Role Responsibilities:

Your position reports to the COO and your responsibilities will include, but are not limited to, the following:

Strategic Leadership:

• Develop and execute a comprehensive people strategy, aligned with the company’s business objectives and long-term goals, while ensuring alignment and integration of people practices, processes, and culture as the organization transitions into new operational frameworks.
• Assess current people programs in the context of industry standards and organizational objectives, providing insights to support alignment, integration, and long-term effectiveness.
• Serve as a trusted advisor to the Executive Team on organizational culture, workforce planning, and leadership development.

Talent Acquisition & Retention:

• Oversee international recruitment and onboarding processes to attract top talent across the United States, Canada, Colombia, India, and potentially other expansion markets, and ensure a seamless candidate experience.
• Evaluate and redefine hiring profiles across roles to ensure the right candidates and personas are identified, interviewed, and hired.
• Drive high-volume recruitment and pipeline of candidates.
• Implement strategies to enhance employee retention, engagement, and career development.
• Leverage data and analytics to optimize recruitment processes, reduce time-to-hire, and improve hiring quality.
• Evaluate workforce to identify high performers and develop strategy to foster growth and retention.
• Ensure executive and senior leadership have line of sight into employee performance and help guide recognition, continual monitoring of performance, etc.
• Create a succession planning framework to ensure leadership readiness and internal mobility opportunities.
• Conduct regular workforce planning in collaboration with leaders to anticipate future talent needs and inform hiring planning decisions.
• Partner with practice leads and business leaders to identify challenging roles to fill and develop strategies to attract, hire, and retain top talent.
• Strategically grow junior talent pipelines, bringing in entry-level hires or early-career professionals to participate in leadership or skill-building bootcamps, cultivating the next generation of organizational talent.

Culture & Employee Experience:

• Foster a positive, inclusive, and high-performance culture that aligns with the company’s mission, vision, and values.
• Lead initiatives to improve employee satisfaction, engagement, and well-being.
• Conduct regular employee surveys, focus groups, and feedback sessions to gauge satisfaction and identify areas for improvement.
• Lead recognition and rewards programs that celebrate employee achievements, reinforce organizational priorities, and strengthen engagement and retention.
• Act as a mediator to address and resolve workplace conflicts in a way that aligns with company values and promotes a healthy culture.

Learning & Development:

• Develop a comprehensive learning strategy that addresses both immediate skill needs and long-term talent development goals.
• Develop company-wide upskilling plans around AI to ensure all employees have a comprehensive understanding of concepts, use cases, and technology and market developments.
• Ensure employees are aligned to updated role and career frameworks, supporting a smooth transition and clarity in responsibilities, levels, and expectations across the organization.
• Guide ongoing professional development and career growth, helping employees navigate progression opportunities and skill development.
• Conduct training needs assessments to identify skill gaps and align learning programs with business objectives.
• Implement mentorship and coaching programs that pair employees with senior leaders or subject matter experts.
• Monitor and evaluate the effectiveness of training programs through feedback, performance metrics, and ROI analysis.
• Develop strategies to support reskilling and upskilling initiatives, particularly in response to technological or industry changes.
• Develop credential strategy and goals for both Salesforce and AWS to ensure employees gain credentials that are relevant to our business strategy and support our partnerships.

Compensation & Benefits:

• Lead the administration and integration of compensation, benefits, and rewards programs, ensuring day-to-day effectiveness while aligning programs with organizational priorities and future standards.
• Conduct market benchmarking to regularly assess and adjust compensation strategies to maintain competitiveness.
• Oversee variable pay programs, such as bonuses and incentive plans, ensuring alignment to individual and organizational performance.
• Partner with finance and leadership teams to maintain budget alignment for compensation and benefits.
• Monitor and address pay equity gaps through regular audits and recommend updates to compensation frameworks.
• Oversee vendor relationships for benefits administration, ensuring seamless employee access to resources.

Compliance & Risk Management:

• Mitigate organizational risk through effective policies, procedures, and employee relations practices.
• Develop and implement comprehensive HR policies and procedures to ensure compliance with local, state, federal, and international labor laws and regulations.
• Conduct regular audits of HR practices, records, and processes to identify and mitigate risks related to employment law violations.
• Oversee workplace investigations and ensure fair and consistent resolution of employee relations issues.
• Ensure compliance training programs are up-to-date and effectively communicated to all employees.
• Provide training and guidance to managers and employees on compliance-related topics, such as anti-harassment, ethics, and workplace safety.
• Partner with legal counsel to stay informed about changes in labor laws and regulations, ensuring timely updates to organizational practices.
• Implement and manage systems to ensure proper documentation and retention of employee records in line with data privacy laws such as GDPR, CCPA, or other relevant regulations.
• Regularly review and update employee handbooks and HR policies to align with evolving compliance requirements.
• Manage employment-related claims, disputes, or litigation, ensuring swift and strategic resolution to minimize risk to the organization.
• Ensure compliance with applicable health, safety, and workplace regulations, and oversee programs that support employee well-being, engagement, and a safe work environment.
• Oversee global mobility and immigration programs, ensuring compliance with visa requirements and international employment laws.
• Provide strategic oversight of global workforce programs, including mobility, compliance, and local employment practices, ensuring consistent people strategies across regions.

Organizational Development:

• Lead organizational design efforts to align structure, roles, and capabilities with strategic priorities.
• Facilitate change management initiatives to support business growth and transformation.
• Oversee the end-to-end performance review process, ensuring evaluations are fair, consistent, and aligned with employee development and organizational goals.
• Integrate performance management with learning and development programs, ensuring employees have clear pathways for skill growth, career advancement, and leadership development.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s degree preferred).
• Experience: Minimum of 5-8 years of People leadership experience, with at least 3 years in a senior leadership role that aligns with all above responsibilities.
• Proven track record of scaling People strategies in high-growth or transformative environments.
• Deep knowledge of HR best practices, employment laws, and industry trends.

Skills & Competencies:

• Experience scaling fast growing Technology Consulting organizations.
• Experience in global talent expansion.
• Exceptional leadership and interpersonal skills.
• Strong strategic thinking and problem-solving abilities.
• Ability to build trust and credibility across all levels of the organization.
• Excellent communication and presentation skills.
• Data-driven decision-making with proficiency in People analytics and metrics.

Equal Employment Opportunity Statement

We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

For details, view a copy of the Accenture Equal Opportunity Statement

Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities.

Accenture is committed to providing veteran employment opportunities to our service men and women.