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HR Ventures & Acquisition Manager (R00092757_Minneapolis)

Business and Financial Operations



Full Time


Minneapolis, Minnesota, United States

Organization: Corporate Functions/Human Resources

Location: Charlotte, Atlanta, Dallas, Detroit, Houston, Minneapolis, Philadelphia

Accenture is a global professional services company with leading capabilities in digital, cloud and security. Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and Operations services — all powered by the world’s largest network of Advanced Technology and Intelligent Operations centers. Our 674,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities. Visit us at [Register to View] .

People in the Corporate Function contribute to the running of Accenture as a high- performance business through specialization within a specific functional area, and grow into internally focused roles by deepening their skills and/or developing new skills within an internal functional area.

Human Resources professionals develop and execute HR strategies, programs and services across one or more parts of the employee lifecycle to attract, develop and retain a highly engaged and differentiated workforce that enables the execution of human capital and business strategies.

Job Description

Role Summary

Provides functional subject matter expertise, project management, leadership and service delivery support for the execution of post-merger integration of Accenture's mergers, ventures and acquisitions (V&A transactions globally.) Accountable for the success, effectiveness and on-time delivery of functional activities related to due diligence, solution planning and integration for primary stakeholders and sponsoring organization of acquisition.

The V&A HR Deal Execution Manager will be assigned to various V&A projects and will be accountable for the success, effectiveness, and on-time delivery of assigned HR due diligence and integration work stream activities.

Key Responsibilities

Due Diligence Phase: (includes solution development)

  • Define and manage due diligence data validation approach and processes

  • Oversee and drive assigned HR due diligence activities, including:

    • Identify, track, manage and resolve all issues

    • Plan the work effort

    • Manage work efforts of team members and/or implement work plan directly

      • Build relationships to establish credibility with the target company and internal and external SMEs

      • Estimate costs for both pre-contract and post-contract due diligence

      • Analyze and distill data into a cohesive point of view around the findings

      • Coordinate across all key stakeholder groups, in particular heavy interaction is expected with Finance and Legal as well as Corporate Development professionals

      • Identify risk mitigation strategies and actively communicate findings to Accenture executives

      • Identify HR-related opportunities for discussion with the deal team

      • Provide recommendations to the contracting and negotiation teams on contract language and structure as it relates to HR matters

  • Develop preliminary solution plan for key human resource decisions, including but not limited to compensation, benefits, perquisites, retirement/pension plans, payroll and salary grade structure, incentives (short-term, long-term, sales force-specific, deferred), staffing approach, culture, HR compliance and policies.

Integration Phase:

  • Plan, oversee and drive assigned HR integration planning and execution activities for each V&A transaction

    • Plan for the HR process impacts involving (Accenture) non-standard approaches, working directly with the SAP and global HR process owners.

  • Create and manage to an employee / HR transition work plan and budget, including leveraging and overseeing direct or indirect team members who are responsible for executing certain tasks

  • Develop and implement “to do by signing” and “to do by close” HR task lists including consultation and communications, agreement to a set of terms and conditions, set-up and preparation of systems including SAP and payroll and initial inductions.

  • Coordinate with the HR due diligence team to resolve new issues as they arise.

  • Document HR activities that must be addressed during ongoing operations.

  • Support ongoing HR operations to ensure all issues arising from and/or delayed during transition are appropriately addressed.


Basic Qualifications:

  • 6+ years related HR and/or V&A experience, including experience conducting and leading due diligence activities, employee mobilization/enablement activities and managing global projects/programs

  • 2+ years of demonstrated leadership experience

  • 6+ years of Total Rewards Experience (Compensation, Equity, Benefits, etc.)

Preferred Qualifications:

  • Strong Excel (large data, formulas, pivots, etc. – synthesize, extract, multiple versions)

  • Analytics/Analytical Skills

  • PowerPoint

  • Relationship Skills

  • Bachelor’s degree, preferably with a focus in Human Resources Management or related discipline.

  • Strong project management, leadership/facilitation of all levels of people inside and outside of your organization

  • Effective working with tight deadlines, imperfect information, and ambiguity Ability to collaborate while standing your ground when warranted

  • On-boarding experience (orientation, benefits, payroll, SAP, etc.)

  • Risk identification, analysis and management as well as solution development or escalation

  • Good understanding of HR systems (SAP, Payroll, Recruiting/Staffing, etc.) and downstream impacts

  • Employee Communications

  • Strong executive presence and effective communicator

  • Strong grasp of employment law and employee relations (US and Canada)

  • Due diligence experience (inquisitive, thorough, questioning, know red flags and when to raise/escalate)

  • Ability to synthesize and presenting HR diligence findings and recommendations to HR leadership, the broader deal team

  • Deep knowledge of Accenture HR Policies

  • Demonstrated experience developing and managing Work plans and budgets

  • Process Documentation (due diligence, transition, handover documents etc.)

  • Content management (i.e. SharePoint, myTransition, converting large excel data to high level PPT slide, DD data into summary format, etc.)

  • Experience identifying lessons learned and process improvements to support continuous improvement

  • Financial exposure

Job Requirements

  • Travel will be required: 25% - 50% (depending upon Deal and phase)

  • Ability to work in fast-paced environment (adjust on the go, meet last minute deadlines, schedule flexibility)

  • Ability to successfully/effectively work independently with little to no direction

  • Ability to effectively work virtually

  • Ability to build relationship while working remotely

Professional Skills:

  • Demonstrated leadership in professional setting; either military or civilian

  • Demonstrated teamwork and collaboration in a professional setting; either military or civilian

As required by Colorado law under the Equal Pay for Equal Work Act,Accenture provides a reasonable range of compensation for roles that may be hired in Colorado. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. For the state of Colorado only, the range of starting pay for this role is $119,880 - $227,600 and [Register to View]

Equal Employment Opportunity Statement

Accenture 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 [Register to View] .

Requesting An Accommodation

Accenture 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 [Register to View] , send us an [Register to View] or speak with your recruiter.

Other Employment Statements

Applicants 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.