We Are:Accenture’s SAP practice, and we bring the New to life using design thinking, agile development methodologies, and the latest smart tech like IoT, automation, and AI.
We even built myConcerto, a mix of SAP and Accenture that helps lead our clients to big wins.
Ready to learn as much as you can We train our people on new SAP like SAP Leonardo, S/4HANA and Cloud, and we offer classes and support through our 50,000 member community.
It’s also nice to know our hard work doesn’t go unrecognized.
We’ve got over 70 SAP awards—more than any other partner—and we’re the leading business partner for SAP SuccessFactors, SAP Ariba, SAP Hybris, SAP FieldGlass, SAP Concur, and more.
Visit us here to find out more about Accenture’s SAP practice.You Are:An SAP transformation ace with deep experience helping clients meet the challenges of digitization.
You’re in your element using your supply chain know-how and boss-level creative and analytical powers to solve clients’ most complex business problems so their companies can do more.
Communication and people skills You have both in spades and you’re as comfortable inspiring teams to bring their A-game as you are presenting to the C-suite.Aligning technology with business strategy and goals the SAP SuccessFactors Compensation Lead works directly with the client gathering requirements to analyze, design and/or implement technology best practice business changes.
They are sought out as experts internally and externally for their deep functional or industry expertise, domain knowledge, or offering expertise.
They enhance Accenture’s marketplace reputation.The Work:
– Help clients understand best practices so they can do more with SAP
– Spot strategies, risks and options, and then recommend approaches that sidestep problems and help clients meet their needs
– Lead, coach and advise project staff in addition to managing their performance (depending on the project)
– Give clients options for designs using prototypes
– Set up and test the SAP system; understand and apply SAP methodologies
– Work with clients and stakeholders to make sure they get where they want to go
– Use your business smarts to kick-start transformation programs, whether domain
– or platform-ledRacking up those air miles will have to wait, as weekly non-essential travel to client sites Monday through Thursday is currently suspended.
For now, all Accenture business travel, international and domestic, is currently restricted to client-essential sales/delivery activity only.Please note: The safety and well-being of our people continues to be the top priority, and our decisions around travel are informed by government COVID-19 response directives, recommendations from leading health authorities and guidance from a number of infectious disease experts.Here’s What You Need:
– Minimum 3 years of SAP implementation or transformation consulting experience
– Minimum 3 years of SAP SuccessFactors Compensation and/or variable pay consulting experience
– Minimum 2 years of Employee Central and Compensation implementations
– Must be certified in SAP SuccessFactors Compensation module
– A Bachelor’s Degree or equivalent experienceBonus Points If You Have:
– Prior consulting experience
– Knowledge of innovative work styles such as Design Thinking or similar methods for driving creative thought
– Experience as part of a thriving virtual team
– Design and implementation experience with HR ERP (Oracle, SAP, Peoplesoft, Workday, SuccessFactors etc.)Unless expressly indicated, this role is not open in the state of Colorado.What We Believe We 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 hereEqual 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 Accenture Equal Opportunity and Affirmative Action Policy StatementRequesting 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 (877) 889-9009, send us an emailor 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.
SummaryLocation: MA
– Boston; PA
– Philadelphia; NY
– New York; PA
– Pittsburgh; NJ
– Florham Park; CT
– HartfordType: Full time