HR Functional Architect

The HR Functional Architect is responsible for defining technical requirements and designs the solution for BPS mobilization projects. The Functional Architect will work closely with our clients, the vendor team, and be part of our delivery teams in developing robust, scalable, and flexible solutions for various customers. This role will ideally be able to support all areas of Talent and HR including Employee Services, Payroll, Talent Acquisition, and Talent Development.Key Responsibilities:

Write business requirements, help with functional design, prototyping, process design (including scenario design, flow mapping).

Work with multiple functional teams to understand existing processes and translate them into efficiently built ServiceNow flows.

Ability to design integrations with complex relationships to support new functionality.

Grow strong relationships with clients and other team members to accurately understand business needs and develop viable solutions.

Supporting the successful delivery of EEP to enterprise clients.

Disseminating best practices and Documenting client specific requirements, processes and design for post-production reference and knowledge transfer. Strong understanding of HR and/or ServiceNow concepts and principles to offer practical alternatives and design appropriate solutions.

Give demo to various Accenture Operations team, who gradually convert into deals to deploy F&A tools.

Conduct requirement gathering sessions with various stakeholders(internal/external).

Help operations team define business rules by analyzing their As-Is- process and defining To-Be process.

Configuration books to be filled in for deploying these tools.

Conduct sessions and review with technical team to make them understand customizations requested by clients.

Prepare and distribute effective documentation for end users which gave accurate procedural information to them.

Organize training sessions for UAT participants and end user.

Create user scenario documents, facilitate sponsor/Product Owner review and approval of the same.

Support development and test team in understanding requirements, scenarios and ‘Done Criteria’.

Review Test Conditions to ensure alignment with scenarios and business requirements.

Assist with product demonstrations to Product owner and stakeholders (especially configuring scenarios to demo).

Maintain functional documentation of the application, updating as new features and functions are added.

Assist wherever feasible to help ensure smooth progress in developing an optimal solution for stakeholder needs, by facilitating communication and share.

Must be able to travel up to 25%Basic Qualifications:

Minimum of 5 years’ experience in a HR technology consulting, or HR business operations

Minimum of 3 years' experience in ServiceNow HR Service Delivery or Zendesk

Preferred Qualifications:

Experienced Business Analyst with Talent and HR knowledge

Bachelor's Degree

Working with other experienced BAs in context of an Agile Scrum delivery model Understand existing application functionality, including business process context and business goals

Understand and document business goals and desired processes for To-Be functionality

Experience implementing HR solutions on ServiceNow, Zendesk or other platforms a plus

Experience implementing Talent Acquisition tools

Hands-on experience with multiple BPS Offerings

Familiarity with Tech for Ops core technology solutions and functions

ServiceNow certification

Professional Qualifications:

Ability to identify and assess complex problems for area of responsibility and create solutions in situations that require in-depth analysis and knowledge of organizational objectives

Ability to interface with customers and internal teams via strong communication, presentation, and interpersonal skills

Strong professional presence

Experience driving complex technical implementation programs

Excellent organization/time management and problem-solving skills

Strong Analytical skills with the ability to quickly master new concepts and applications

Comfortable with high-pressure, deadline-driven environments

Ability to work successfully both independently and in a team environment

Ability to assist partners and clients in understanding technical issues in business language

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in California, Colorado, District of Columbia, Maryland, New York or Washington as set forth below.The application window for this job will remain open until at least 08/28/2024. However, if this date has passed, please note we are still accepting applications.Information on benefits is here. (https://www.accenture.com/us-en/careers/local/total-rewards) Role Location Annual Salary RangeCalifornia $73,000 to $168,600Colorado $73,000 to $145,700District of Columbia $77,700 to $155,100New York $67,600 to $168,600Maryland $67,600 to $134,900Washington $77,700 to $155,100What We BelieveWe have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce) Equal Employment Opportunity StatementAccenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.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.Accenture is committed to providing veteran employment opportunities to our service men and women.For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement (https://www.accenture.com/content/dam/accenture/final/accenture-com/document/Annual-Policy-Statement-Regarding-EEO-2023-Applicant.pdf#zoom=50) .Requesting An AccommodationAccenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email (https://www.accenture.com/us-en/about/contact-us) or speak with your recruiter.Other Employment StatementsApplicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.