The opportunity

We call our human resources group the Talent Team, and this reflects how important our people are to the success of the EY organization. Working with the Talent Team, you’ll help develop and execute our people strategy, which provides the programs, measures and tools that help our EY member firms' employees achieve their goals. You might develop and implement strategies for performance management, leadership development, learning, training tools, compensation, recruiting, new joiner orientation, reporting processes or other initiatives.

With so many offerings, you have the opportunity to develop your career through a broad scope of engagements, mentoring and formal learning. That’s how we develop outstanding leaders who team to deliver on our promises to all of our stakeholders, and in so doing, play a critical role in building a better working world for our people, for our clients and for our communities. Sound interesting? Well this is just the beginning. Because whenever you join, however long you stay, the exceptional EY experience lasts a lifetime.

Your key responsibilities:
Strategic talent initiatives and planning 

►    Partner with stakeholders to deliver the wider SL Talent strategy aligned to regional/global priorities as determined by SL talent leaders 
►    Work closely with the SL talent leaders and Business Leadership to understand Talent Agenda and execute innovative HR programs in line with this
►    Facilitate change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda, for example, EY badges, Inclusive Leadership, EY Ripples, Women in Leadership, Senior Manager Career Journey, flexible working  
►    Maintain a strong understanding of market trends that affect our industry and the resulting talent profile required to support the SL / Business Unit (BU)
►    Champion EY’s Diversity & Inclusion (D&I) strategy within the Region/Country 

Workforce Planning 

►    Contribute to workforce planning activities in terms of understanding capability, skills development, pipeline etc. of a particular SL and input into workforce planning conversations with SL talent leaders 
►    Use data analytics to provide insight on trends, potential areas for concern and to inform solutions
►    Once the workforce plan has been created, understand the implications of future demands on current talent services; share information and work with other talent functions as needed to adapt to any changes
►    Partner with Business in the planning and delivery of large-scale redundancies/restructures, mergers & acquisitions

Strategic partnering

►    Build and maintain influential relationships with business leaders, working closely with them to co-develop solutions to meet their business needs.
►    Develop strong relationships with other Region, Area and Global talent functions, both from a SL and Center of Excellence (CoE) perspective, leveraging and supporting to drive talent solutions/initiatives from other talent functions
►    Drive for consistency and simplification of SL talent activities and adoption of global processes – challenge the need for differentiation but enable it where it drives value and is cost-effective
►    Use data provided by technology and/or HR Services to provide insights to business (e.g. retention hotspots, capability gaps, excessive use of overtime etc.)
►    Maintain a strong understanding of key business and financial drivers that determine SL/BU success
►    Be the escalation point for high risk Employee Relations (ER) cases, working closely with Operational Teams to resolve matters

Influencing Culture Change

►    Champion and drive change within a specific client group, embedding behavioural change to align with talent priorities (e.g. flexible working); advise business leaders in effective change management strategy and deployment of change 
►    Advise the business on developing a culture within the SL that underpins our values, promotes high-performance teaming and enables the delivery of exceptional client service and partner with business to implement supporting actions
►    Work with the D&I function to advise and support D&I initiatives from a SL perspective; advise the business on cultivating an inclusive and flexible work environment that values diversity, working with Talent Consultants to deliver and drive these in the SL
►    Challenge and coach local Leadership to drive change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda (for example: NextWave Strategy, LEAD, Counselling Family, career frameworks, listening strategy, strategic talent planning etc.)
►    Monitor the effectiveness of change initiatives, taking appropriate action and providing feedback to SL talent leaders 
►    Remain aware of HR trends to inform decision making and build case for change

Talent Management

►    Advise and guide the business on the key behaviours, practices and solutions that will build EY’s organisational capability and accelerate the engagement of our people and partners; work with them and other Talent Consultants to implement supporting actions
►    Reinforce the importance of LEAD practices and actively promote the new way of delivering careers, development and performance across all ranks and SLs
►    Collaborate with Talent Development to support the SLs/BUs in the identification of High Performers (HiPos), management of their long-term talent pipeline (e.g. Partner and Executive Director promotions, leadership program nominations etc.), retention of high performers and those with critical skills, avoiding regretted separations
►    Collaborate with D&I and Total Reward Leaders to provide input as needed to recognition programs and other initiatives that promote diversity, health and well-being; drive adoption of such programs in the business through advising on the benefits and how it support our exceptional EY experience
►  Support the business in implementing action plans as a result of insights from EY People Pulse (EYPP), listening surveys, culture assessment survey etc.

►  The position holder will perform other responsibilities and tasks, e.g. project/initiative management, as required to achieve the agreed performance outcomes.

Objectives/Measures

►  Ability to set and execute a defined agenda of Talent priorities that align with region talent priorities and address local strategic imperatives

Requirements: 
To qualify for the role you must have
Qualifications
Graduate qualification 

Experience

►    Strong experience of working in HR or Organizational Development (OD) with deep knowledge of HR/OD trends, leading HR/OD practice and talent management practices
►    Communicating with and influencing senior stakeholders
►    Experience of managing successful change in complex environments

Skills

►    Strong business acumen and commercial awareness
►    Credibility with business leaders based on a detailed understanding of the business and how better engagement with Talent can deliver improved performance
►    An understanding of digital technology’s impact and the opportunities it creates
►    Clear, comprehensive understanding of the link between the talent team strategy and business strategy
►    Ability to develop clear, actionable Talent plans flowing from business strategy
►    Strong client focus with the ability to build good relationships and work virtually/ across borders
►    Strong communication skills and ability to work effectively with multiple stakeholders across the organization at all levels
►    Ability to engage and influence others, with good change management skills and a desire to act as a change agent
►    Excellent command of written and spoken English and Chinese, including Mandarin.

What working at EY offers

•    Support, coaching and feedback from some of the most engaging colleagues around
•    Opportunities to develop new skills and progress your career
•    The freedom and flexibility to handle your role in a way that’s right for you

About EY
As a global leader in assurance, tax, transaction and advisory services, we’re using the finance products, expertise and systems we’ve developed to build a better working world. That starts with a culture that believes in giving you the training, opportunities and creative freedom to make things better. Whenever you join, however long you stay, the exceptional EY experience lasts a lifetime. 

If you can confidently demonstrate that you meet the criteria above, please contact us as soon as possible.

Build your legacy with us. 

Apply now.