Job Description
Job Description & Summary
A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping the local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.
Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You’ll handle issues on operation management, strategic partnership, employee relations and emergency responding.
To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.
As a Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:
Develop new skills outside of comfort zone.
Act to resolve issues which prevent the team working effectively.
Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
Analyse complex ideas or proposals and build a range of meaningful recommendations.
Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
Address sub-standard work or work that does not meet firm's/client's expectations.
Use data and insights to inform conclusions and support decision-making.
Develop a point of view on key global trends, and how they impact clients.
Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
Simplify complex messages, highlighting and summarising key points.
Uphold the firm's code of ethics and business conduct.
Job Description (Talent Consultant)
PwC Job Information Informal Job Title: Talent Consultant
Work Level (Job Profile): Manager
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
SECTION II: Job Objectives & Key Metrics
SECTION III: Requirements
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 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 willbe 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 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.
Education (if blank, degree and/or field of study not specified)
Degrees/Field of Study required:
Degrees/Field of Study preferred:
Certifications (if blank, certifications not specified)
Required Skills
Optional Skills
Desired Languages (If blank, desired languages not specified)
Travel Requirements
Available for Work Visa Sponsorship?
Government Clearance Required?
Job Posting End Date
A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping the local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.
Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You’ll handle issues on operation management, strategic partnership, employee relations and emergency responding.
To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.
As a Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:
Develop new skills outside of comfort zone.
Act to resolve issues which prevent the team working effectively.
Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
Analyse complex ideas or proposals and build a range of meaningful recommendations.
Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
Address sub-standard work or work that does not meet firm's/client's expectations.
Use data and insights to inform conclusions and support decision-making.
Develop a point of view on key global trends, and how they impact clients.
Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
Simplify complex messages, highlighting and summarising key points.
Uphold the firm's code of ethics and business conduct.
Job Description (Talent Consultant)
PwC Job Information Informal Job Title: Talent Consultant
Work Level (Job Profile): Manager
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
SECTION II: Job Objectives & Key Metrics
SECTION III: Requirements
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 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 willbe 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 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.
Education (if blank, degree and/or field of study not specified)
Degrees/Field of Study required:
Degrees/Field of Study preferred:
Certifications (if blank, certifications not specified)
Required Skills
Optional Skills
Desired Languages (If blank, desired languages not specified)
Travel Requirements
Available for Work Visa Sponsorship?
Government Clearance Required?
Job Posting End Date
💡 Quick Summary
Seeking a career-building opportunity? The Internal Firm Services| Human Capital| Talent Consultant| Manager position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Hyderabad offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.