Country Lead - Global Mobility
Accenture Management Consulting
Total years of experience :14 years, 4 Months
1 June 2011 - 31 August 2014 - Service Delivery Country Lead - South Africa/Nigeria
Provided Advisory Services and end to end mobility service delivery to assignees both inbound and outbound.
• Accountable for ensuring the end to end mobility delivery in the GU to ensure a seamless customer experience for our assignees.
• Lead the end-to-end People Mobility Services: Service Delivery on-shore and off-shore teams in co-ordination with Destinations Services teams located within the same office and in offices in other countries within the region if applicable
• Work in close partnership and regularly interact with Accenture stakeholders/leadership, business leads. Provide guidance to internal teams including HR Mobility teams and Mobility Finance, Tax & Immigration teams plus external vendors to ensure employee taxes & immigration positions, risks & planning are understood and implemented
• Serve as escalation point for the business and the Enterprise mobility functions ensuring smooth relationships between these to have a common voice and vision of mobility
• Fully leverage the knowledge and delivery expertise of other business functions in the support of each assignment and in the continuous improvement of delivery processes and tools to meet Accenture's business needs.
• Establish a pattern of delivery quality and predictability to maintain trust and credibility for Mobility Service Delivery and assignment support.
• Proactively recommend improvement of mobility services or change in policies & process to ensure high performance of mobility services across the GU.
Immigration
• Coordinate the immigration process and formalities under People Mobility Service Delivery guidance and this would include:
o Participation in line with projects initiatives and interaction with internal teams and
External vendors.
o Understanding of the South African immigration regulations and the difficulties involved
in dealing with Local Authorities and bureaucratic processes;
o Monitor that assignees in country are legally working and have acquired the necessary
visa, work permits or residency permits in accordance with local laws and regulations in
force;
o Monitor and report to the designated Accenture person(s) on the status of the
immigration case(s) assigned.
o Coordinating administrative documentation and simultaneously dealing with internal
departments for inputs for a common objective/task.
o Review, approve and allocate Immigration Service Provider invoices for payment action
Taxation
o Understand tax positions
o Involve Advisory leads when relevant to ensure tax legislation changes are analysed
o Involve Advisory leads to ensure real-time tax planning opportunities are implemented
or complex client engagement to reduce tax differential costs
o Ensuring finance aspects of mobility are in place which includes:
o Ensuring standard Tax Cost Estimates (TCE) and accrual procedures are developed with off shore team to enable delivery to finance (eg accurate TCE's are delivered on time, accurate and in line with TCE's, forecast information is delivered on time)
o Involve Advisory leads to ensure tax advice including equity plans analysis are provided to complex assignments
o Ensure Advisory lead is involved in any tax controversy issues, eg. Audits
Coordination Destination Services
o Working closely with the DS Team for South Africa & Nigeria to ensure that Accenture programs cover all phases of relocation, saving company time and money while protecting and caring for Accenture’s most important resource, Accenture’s global talent!
o This includes, home finding, school searches, car hire, tenancy management, settling in services, departure services etc
April 2000 to April 2011: De Beers Family of Companies
(multi tasked within various HR disciplines)
Recruitment & Selection
Responsible for the Recruitment & Selection of staff by analysing business requirements,
issuing of job offers by ensuring that contractual conditions are adhered to and are aligned to set remuneration criteria.
Employee Relations
• Ensured that the HR Manager is made aware of any sensitive employee relations issues that arose as appropriate.
• Support, develop and coached people managers to manage employee relations issues using South African labour law, procedures and best practice, ideally resolving issues where possible informally.
Promotions
• Managed promotions in consultation with the relevant HR Manager to ensure reflection of competence, diversity and comparability with like for like roles in across Centres
• Worked closely with local leaders to ensure any salary revisions are aligned within new roles
Performance Management
• Providing guidance and support to line managers to link individual employee objectives with the organisation’s mission and strategic plans to ensure the employee has a clear concept on how they contribute to the achievement of the overall business objective.
• Defining clear development plans as part of the process.
• Conducting regular discussions with line management throughout the performance cycle which include coaching, mentoring and feedback.
Talent Management
• Providing support to line managers on the identification of the key gaps between the talent in place and the talent required to drive business success and to close the talent gaps.
• Ensuring accurate hiring and promotion decisions.
• Ensuring that line managers understand the connection of individual and team goals to corporate goals, and providing clear expectations and feedback to manage performance.
• Development of talent to enhance performance in current positions as well as readiness for transition to the next level.
Developing Others
• Support, develop and coach managers in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business.
Reward & Remuneration
• Support the Line Managers with the Salary Review process and guidelines
• Ensure salary review across disciplines is complete on time / to budget and accurately reflects consistency across disciplines.
Projects / Initiatives
• Partner with key stakeholders within disciplines to ensure that all HR projects and initiatives are appropriately communicated and implemented.
• Support and work closely with HR Manager on the implementation of HR Projects and initiatives where appropriate.
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Administration, Systems & Records
• To promote the use of HR systems policies and processes as necessary.
• Manage exit processes for staff, carrying out exit interviews etc.
• Advise managers on use of services of non-employees eg Consultants, Contractors, Temporary Workers etc.
• In addition to the responsibilities listed above, I was required to perform other duties as assigned by members of the HR Management Team from time to time.
Secondee Management
• Global Mobility Management: Responsible for the administration of all Secondees, short term assignees inbound and outbound i.e. preparation of Home Base & Away base offer letters for Secondees. Manage & update all appointment letter templates as per legislation. Provide peer comparisons & recommendations to HRBP for Central Africa & RSA. Central point contact and administrator for immigration formalities between Service Provider and Secondee, upkeep of International Secondee database, providing assistance for relocation assistance for housing requirements, car hire via Egoli car hire, schooling, opening of local bank & International bank accounts, furniture removal & storage with preferred supplier, insurance with Marsh SA.
Tertiary Qualification Completed 2014: MBA - Management - to be graduated October 2015
Diploma - Human Resource Management & Training COLLEGE ATTENDED: DAMELIN DIPLOMA OBTAINED: Diploma - Basic Bookkeeping SPECIAL COURSES MS Word Excel Powerpoint Outlook