Our Function: Workforce Planning is an HR capability;

which integrates and connects strategic (multi-year talent growth plans, future skills) and operational talent planning activities (headcount growth, utilization, costs into a cohesive, end-to-end process;
leveraging data and insights to create decision scenarios on future talent investments
and is advising on tradeoffs (growth, costs, productivity)

Our Stakeholders are global, Market and MU, Service/Practice/Function leaders who are accountable for talent plans which support their long term strategic and near-term operational goals. We work closely with the CHROs & CTOs, Service & Function HR Partners as well as HR Service Delivery leads and other HR function leaders (e.g., Recruiting or Rewards & Performance) as well as with CFOs, COOs/DOOs to establish and review multi-year and annual plans which serve as foundation to quarterly and monthly forecast updates – to ensure those plans and forecasts keep us on track meeting strategic and operational goals.

How We Work

Integrated Unified Capability: Workforce Planning has been more recently established as integrated HR planning function, integrating multiple – previously more fragmented – HR planning roles and capabilities under one roof.

The central function team is responsible for designing policies, decision frameworks, processes and providing global planning solutions to run an integrated (E2E) and consistent planning process across all Accenture organizational units and to drive the reinvention of the Accenture Workforce planning function itself (projects and initiatives). The central function team furthermore serves as Enterprise Workforce planning advisor to Enterprise HR/Finance and Operations leadership to provide plan summaries & insights, advise on key priorities, tradeoffs, and impacts, to facilitate final reviews and approvals and to close the loop with all organizational unit teams in form of guidance or approvals.

Market/MU & global Reinvention Service Workforce planning teams focus on providing data & insights to create decision scenarios and advise business leaders on tradeoffs and key decisions to be made. Collaboration across Market/MU & global Reinvention Service Workforce planning teams is key to success, ensuring we focus our talent investments for Accenture on where we make the greatest impact and meet our client's demand at the right time & costs and with the right skills.

Collaborative Operating Model: The function operates through cross-functional collaboration, within HR (across HR functions (such as with Performance & Rewards, Learning, Recruiting), or with other Corporate Functions, such as Sales, Finance, Business Operations are working with business leaders together to gather requirements, execute processes, and deliver actionable insights.
End-to-End Decision Frameworks: The team implements unified frameworks for headcount, rewards, and promotion planning, ensuring that decisions are made consistently across Accenture's business units. This includes scenario modeling, industry benchmarking, and integration of external market insights for demand forecasting
Integrated Data & Technology: Large, complex datasets from multiple sources (databases, spreadsheets, external market data) are brought together in centralized data lakes. Advanced Excel and PowerBI models are used for scenario planning, visualization, and reporting, enabling data-driven decisions at every stage.
Continuous Improvement & Capability Building: The team is committed to ongoing transformation, building new capabilities (such as AI-driven planning support and digitized talent plan views), and enhancing visibility into business priorities and talent needs. There is a focus on integrating growth drivers, external market insights, and automation to optimize workforce allocation and support strategic goals.

Specific details to posted role

Designation: Total Rewards Manager / Senior Manager

Role Purpose

Role drives the design and implementation of the global total rewards planning process, collaborating with corporate leadership, geographical total rewards teams, Business HR leads, corporate finance and Talent planners to deliver annual plans along an integrated timelines with actionable outcomes for the start of rewards decision-making and affordable rewards budgets integrating with payroll plans. Furthermore, drives and support integrated analytics, workforce planning, and operational excellence to enable informed investment decisions and ensure efficient end-to-end rewards planning and delivery.

Key Responsibilities

Partner with the Global Total Rewards team to design, model, and execute Total Rewards budgets, including corporate planning and allocation across compensation components such as base salary, bonus programs, and benefits
Lead budget planning and execution activities for annual, mid-year, and off-cycle rewards cycles, ensuring alignment with business objectives and governance requirements
Serve as the subject matter expert on rewards budget planning, collaborating closely with HR Business Partners, Total Rewards teams, and Finance to develop recommendations, monitor trends, and guide implementation across geographies
Drive the development of integrated rewards and workforce analytics, leveraging HR technologies and data-driven insights to support strategic decision-making and workforce optimization
Develop and deliver guidance, training, and enablement materials to support consistent budget and execution guidance across geographies
Maintain comprehensive documentation and governance standards to support compliance, audit readiness, and adherence to internal controls
Identify opportunities to streamline processes, improve operational efficiency, and strengthen collaboration across Total Rewards, HR, and Finance teams
Support and participate in global rewards programs, projects, and transformation initiatives that enhance planning effectiveness and organizational outcomes

What We're Looking For

Strong analytical, problem-solving, and communication skills with the ability to independently manage complex and varied responsibilities
Experience in Total Rewards, Compensation, HR Operations, Workforce Planning, or HR Analytics
Experience in using platforms such as Workday Adaptive, Power BI, AI Tools/agents and advanced Excel-based modeling and analysis
Experience partnering with senior stakeholders and operating within strategic frameworks
Strong project management, process improvement, and cross-functional collaboration capabilities
Ability to work effectively in a global environment and support activities across multiple geographies and time zones
Ability to lead change and deliver outcomes, leverage digital technologies to build new capabilities

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Qualifications: Any Graduation

Years of Experience:13 to 18 years

Total Rewards Senior Manager