HR Reinvention Industry & Process Advisor Manager, Chemical & Natural Resources

We Are:

We are a global collective of reinventors applying the New every day to improve the way the world works and lives. New doesn’t mean being ahead of the curve; new is pushing forward the curve, riding the edge where the impossible meets the transformational and making it reality where it matters. Help us show the world what’s possible as you partner with clients to unlock hidden value and deliver innovative solutions. Empowered with innovative tools, continuous learning and a global community of diverse talent and perspectives, we drive success in a new business architecture that disrupts conventional practices. Our expertise spans 40+ industries across 120+ countries and impacts millions of lives every day. We turn ideas into reality.

You Are:

You own the full process transformation design cycle for HR — from assessing how market forces, regulatory shifts, and technology changes are reshaping the function, through specifying the future-state process, to defining how people will adopt new ways of working. You’re the domain authority on your team: clients and colleagues come to you because of what you know about how HR actually works. You combine business expertise, technical literacy, and AI-enabled process design to drive transformation.

You are designing at the intersection of human, agent, and process as part of HR Reinvention transformation work. When you design a future-state HR process, you naturally consider how AI agent experiences should be shaped to serve both the business outcome and the people working alongside those agents. You also advise clients on how to create and capture value from AI and data — translating complex data into actionable insights and tying AI initiatives to measurable business outcomes.

Role Overview

For CHROs and Chief People Officers looking to deliver concrete business outcomes, HR Reinvention shifts the performance frontier of HR on two dimensions: supporting growth and productivity in the business, and transforming how the HR function operates. Drawing on proven platforms, deep technology ecosystems, and integrated services, we redesign HR to be faster, smarter, and built for a workforce that blends human capability with AI. The result is an HR function that spends less time on process and more time delivering superior business outcomes and innovating in employee experience.

As an Industry & Process Advisor Manager in HR Reinvention, you will help our clients pivot and lead them to reimagine the HR function. Your experience in the field makes you a leader that people look to for advice, while your people and storytelling skills mean you have no problem helping clients understand their choices.

The Work

As a Manager in HR Reinvention, you will lead future-state process and AI integration design for clients, embedding AI into both client deliverables and your team’s ways of working. Specific responsibilities include:

• Lead future-state HR process specification, AI integration design, operating model changes, and adoption planning for assigned HR functional areas

• Run client discovery workshops and stakeholder interviews; present and defend recommendations to senior HR and business leadership; manage day-to-day client relationships and issue resolution

• Drive benchmarking analysis and change-impact assessments grounded in deep knowledge of how HR functions operate across industries

• Facilitate design thinking sessions and co-creation workshops with cross-functional client teams to reimagine HR processes and employee experiences

• Connect HR operating model design to future-state processes, driving transformation approaches that are practical, credible, and aligned to business strategy

• Define and structure data and AI strategy within the HR function — assessing AI maturity, building the business case and investment roadmap, and shaping the technology platform blueprint and data strategy

• Embed AX Design principles into HR process specifications — defining how AI agent experiences should be shaped within each process step, including agent autonomy levels, escalation triggers, and human-agent handoff quality

• Infuse Responsible AI considerations into HR transformation vision and roadmap; identify people, processes, and technologies to develop and operationalize AI solutions in HR

• Maintain HR’s role in designing and delivering superior employee experiences through seamless, personalized, and insight-driven interactions across every HR touchpoint and the complete employee lifecycle

• Build and maintain documented redesign methods and playbook contributions for assigned HR functional process areas

• Contribute to business development by qualifying opportunities and co-authoring proposals; help define and implement new HR processes using tools like Workday, SuccessFactors, and Oracle Cloud

• Coach junior practitioners on HR process redesign methods, AI design principles, domain-specific trend assessment, and operating model design

• Travel varies by client needs and could be up to 80%

Basic Qualifications

• Minimum 5 years of experience in HR process excellence, process redesign, or management consulting with a focus on HR transformation

• Minimum 1 year of experience designing future-state HR processes with AI — including operating model changes, adoption approaches, and intelligent automation

• Minimum 1 year of experience integrating AI and automating HR business process design

• Minimum 1 year of deep expertise scoping and delivering project work in at least one HR domain (e.g., HR Process and Service Design, HR Operating Model Design, HR Organizational Design, HR Analytics, or AI-enabled HR delivery)

Preferred Qualifications

• MBA or Master’s degree

• AI & Data experience, including solutioning, designing, or delivering AI and data projects in an HR or enterprise context

• Experience using AI-assisted tools for benchmarking, analytics, or workshop facilitation

• Applied knowledge of AI Design principles — specifying AI agent experiences within HR process designs, including autonomy levels, escalation triggers, and human-agent handoff quality

• Strong program management and written and verbal communication skills; experience managing senior stakeholders

• End-to-end process design inclusive of people, agents, and digital systems

• Understanding of core HR processes (Talent Acquisitions, Onboarding, Workforce Data Admin, Leave Administration, Offboarding, etc.)

• Familiarity with Digital HCMs such as Workday, SAP SuccessFactors, Oracle HR, ServiceNow

• Demonstrated ability to lead client discovery workshops and present recommendations to senior HR and business leadership

• Proven track record building benchmarking analyses and change-impact assessments within the HR function

• An HR professional who understands that helping companies redefine how work gets done — through AI strategy, intelligent automation, and process reinvention — is vital to business success. This role requires someone with the skills, the know-how, and the tools to help clients understand what the future of HR will look like and to make the change a reality

• Understands AI strategy, ecosystem choices, and how AI can transform HR business processes; proven track record using AI-enabled industry benchmarking analyses and change-impact assessments

• Familiarity with process mining or digital twin approaches for HR process validation

• Experience contributing to business development, proposals, or RFP responses; driven and entrepreneurial with ability to originate and shape new deals and lead go-to-market activities

• Helps define how teams work differently because of AI; leads teams of junior practitioners on effective use of AI tools and AI design principles in HR transformation contexts

• Be C-suite ready for HR and people-related conversations; excellent leadership and people skills with proven ability to build effective teams, foster collaboration and inclusion, and build strong client relationships

• You know how to design and roll out projects using HR cloud-based workforce enablement tools like Workday, SuccessFactors, Oracle, and ServiceNow

• You’re familiar with digital tools like HR Automation, Future Workforce Design and Analytics, and AI-first HR product strategy

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 as set forth below. We anticipate this job posting will be posted until 11/4/2026.

Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits | Accenture

Role Location California

$94,400 to $293,800 Colorado

$94,400 to $253,800 Connecticut

$94,400 to $253,800 District of Columbia

$100,500 to $270,300 Illinois

$87,400 to $253,800 Maine

$80,400 to $216,200 Maryland

$94,400 to $253,800 Massachusetts

$94,400 to $270,300 Minnesota

$94,400 to $253,800 New York

$87,400 to $293,800 New Jersey

$100,500 to $293,800 Ohio

$87,400 to $235,000 Virginia

$87,400 to $270,300

#LI-NA

About Accenture

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